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

What is the C-suite?

• A. Employee appreciation celebration
• B. Executive management
• C. Cloud that stores human resources data
• D. Coaching seminar

As a human resource (HR) leader in this organization reporting to the CEO, how would you propose fixing this leadership challenge?

• A. Launch an internal investigation into inappropriate behaviors by the CEO. Interview multiple employees across the organization about their unpleasant interactions.
• B. Begin looking for another job. The CEO runs the company how he/she wishes and will likely not be receptive to feedback or any attempts to correct behavior. IVs best to begin looking for a better work environment elsewhere.
• C. Clearly communicate with your own HR staff and other employees in the organization that you,re aware of the issue and are working to resolve it. Offer an open door to anyone who needs to talk about their challenges.
• D. Hire a third-party consultant to conduct a leadership assessment with the entire executive team, including the CEO.

A company was recently certified as a B Corp. What stage of the corporate social responsibility (CSR) maturity curve is the firm in?

• A. Adaptation
• B. Integration
• C. Transformation
• D. Assimilation

The company recently introduced a new state-of -the-art sof tware program that transforms the way insurance agents put together portfolios, calculate rates, and create presentations for customers. Due to the complexity of the new sof tware, the company had all insurance agents go through a one-day training to become familiar with the new tool. After a couple of weeks, the CHRO notices that some of the more tenured agents are struggling with using the new sof tware program and have decreasing sales. What should the CHRO do?

• A. Prepare for increased turnover by building a talent pool.
• B. Hold agents accountable for their decreased performance, setting clear expectations.
• C. Arrange for all agents to attend a second day of training on the new sof tware program.
• D. Offer additional training to agents whose performance has decreased.