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

1. What would be the next course of action for you to get this position filled?
As a recruiter, you are having a difficult time filling a civil engineer position that has been open for a few months. Few qualified individuals have applied, and the passive candidates who you've contacted haven't returned your calls. You've been aggressive in your advertising approach (in fact you've exceeded your advertising budget), but it's proving to be difficult to find quality candidates in this competitive market.

A) Re-assess the salary and benefit package for the position.
B) Have a brainstorming session with the hiring manager, and ask for ideas and suggestions.
C) Work on obtaining additional budget, and post more job advertisements.
D) Change the requirements for the job: it could be that they are hindering potential applicantsfrom applying.

2. One of the store managers in charge of implementing a number of changes is known to be a "country club manager." What kind of advice can the HR manager give him to be successful?

A) Hold employees accountable.
B) Create a collaborative team environment.
C) Encourage employees to accomplish goals.
D) Delegate tasks to the team as much as possible.

3. Which of the following DE&I tools would be most effective at creating a sense of belonging for employees of a diverse workforce who are spread across the country?

A) Employee resource groups
B) Unconscious bias training
C) Employee surveys
D) Per formative ally ship

4. Which is NOT a best practice for Form 1-9 retention?

A) Shred the forms once an employee reaches the three-year employment anniversary.
B) File terminated employees, forms separately from active employees, forms.
C) Restrict Form 1-9 access to supervisors and managers.
D) Retain the form three years after hire date or one year after termination date, whichever islater.

5. Return to Work (RTW) programs are an effective tool to help transition employees back to full duty. When are they used?

A) An employee experiences an on-the-job injury.
B) Family and Medical Leave Act (FMLA)-protected leave is denied for the employee.
C) An employee experiences an injury, whether on the job or of f duty.
D) An employee,s physician will not give a medical release.

Solutions: