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SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:

1. Given Peter's personality, how would you go about delivering a work assignment to him?

A) No different than any other team member, it would be discussed in the regular weekly teammeetings.
B) In your next regularly scheduled one-on-one meeting, ask for his input on which assignmenthe'd like to work on. Give him the assignment of his choice.
C) You would bring it up in your next weekly one-on-one meeting with the opportunity forPeter to ask follow-up questions.
D) Send an email with the work assignment details, with the explanation that you will discussit at your next regularly scheduled one-on-one meeting.

2. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
In addition to background checks, the HR director would like for the recruitment director to begin using evidence based selection tools. What would be the most effective way to do this, given that the company is growing rapidly?

A) Locate an industry-leading selection test maker and buy an off-the-shelf product.
B) Continue using the current process and conduct a validation study of its utility.
C) Conduct a full job analysis and design the selection tools in-house.
D) Consult academic literature and design a selection tool based on best practices.

3. Which type of employee must be excluded from bargaining units as per the National Labor Relations Act (NLRA)?

A) Supervisors
B) Seasonal employees
C) Part-time employees
D) Employees who work in the private sector

4. What would be a creative solution to help the remote employees feel more included while keeping costs low?

A) Invite the remote employees to attend the holiday party and summer BBQ; however, theywould be responsible for covering the cost of their own transportation and lodging.
B) Post photos of the events on the company intranet so remote employees can see them.
C) Setup a dial-in/web cam for the company meetings and social events so that remoteemployees can hear and see the activity.
D) Organize periodic social meet-ups for remote employees who live near one another.

5. A rapidly growing technology start-up company with 200 employees forms a new team to handle recruitment for the company that is independent of the HR team. The recruitment team does not have any specific guidelines for hiring. The HR director wants to establish guidelines to prevent the theft of intellectual property and insists that the recruitment team begin conducting background checks to verify applicants' criminal histones. The recruitment director feels that background checks create unnecessary delays and that the multiple interviews used to make selection decisions serve the same purpose as a background check.
Considering the company's rapid growth and desire to avoid any intellectual property theft, what would have been an effective way to structure the recruiting function to avoid the present difficulties?

A) Allow the recruiting team to function autonomously, but require weekly meetings with HR.
B) Outsource the entire recruiting function to a company with expertise in such work.
C) Expand the HR function to include the recruiting function as well as the other HR functions.
D) Keep recruiting and HR separate, but hire a recruitment director with experience as an HR director.

Solutions: