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

1. A technology company hires three new information techn010U prof essionals. To fill the positions, the company incurs both internal and external costs totaling $60,000. The total first-year compensation of the three new hires is S300,000. What is the Recruitment Cost Ratio?

A) 20%
B) 50%
C) 2%
D) 5%

2. A call center is looking to fill some of their open management positions. They receive a total of 250 applications, of which 100 are from female candidates. What is the yield ratio of female applicants to total applicants?

A) 20%
B) 60%
C) 40%
D) 25%

3. A manager interviews a candidate who demonstrates that she possesses the knowledge and skills required for the position. However, the interviewee has a large tattoo on her arm.
The manager doesn't hire her because he feels that she appears irresponsible. VVhat bias is this?

A) Cultural noise
B) Halo effect
C) Contrast effect
D) Nonverbal bias

4. How should a risk that is slowly but surely going to happen be handled?

A) Park
B) Prepare
C) Act
D) Adapt

5. An HR department at a midsize company hosts regular manager meetings to provide updates regarding company structure practices, and policies. During the recent meeting, the HR director notified all managers of the company's new code of conduct policy and plans for an upcoming training about the policy. The policy explicitly states that managers must not form personal relationships with their direct reports. The HR director explains that the policy was created because concerns about fairness related to promotions and rumors about favoritism were beginning to cause conflict within some departments. Some of the managers express that training is not necessary, but they all agree to attend it. A few days after the training, the HR director receives a complaint from an HR employee who claims to have seen a manager and one of the manager's direct reports at a restaurant. The HR director was already concerned about this manager's judgment because the manager approved a promotion for the same direct report even though the direct report has documented performance-related issues. The HR director discusses the issue with the manager. In response, the manager criticizes the new policy and insists the relationship did not impact the direct report's promotion recommendation. The manager also states that the training was unclear and that other managers have the same opinion.
Several employees heard of the manager's personal relationship with the direct report. They approach the HR director with concerns that the direct report may have been unfairly promoted. How should the HR director respond to these concerns?

A) Tell the direct reports that the HR director will share their concerns with the leadership team.
D Request that the direct reports stop spreading rumors about the promotion
B) State that HR cannot disclose any information on the reasons for promotion at this time.
C) Ask the direct reports to provide any evidence they may have that supports their suspicions.

Solutions: