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

1. The HR manager at a consulting firm notices a rapid increase in the demand for experienced leaders. The increase is making it difficult to hire managers at the same rate of pay compared to one year ago. The firm presently has three open manager positions and the three top candidates are demanding annual salaries higher than current managers' salaries. This morning the firm's CEO sent a companywide email announcing that staffing the job openings is a top priority to meet business demands. The email also indicated the firm is willing to pay a referral bonus. The HR manager knows that staffing the job openings will completely exhaust HR's budget, leaving no money to pay referral bonuses or make salary adjustments for incumbents. While reviewing the candidates' resumes the HR manager receives an email from an incumbent manager stating that the manager discovered the firm is offering higher salaries to applicants with less experience. The email also states the incumbent manager no longer trusts the leadership team and is going to seek other employment opportunities.
Which action should the HR manager take first to respond to the incumbent manager's email?

A) Meet with the incumbent manager to discuss the non-monetary benefits offered by the firm.
B) Advise the incumbent manager to compare the firm's total compensation and benefits package to competitors' packages.
C) Explain to the incumbent manager how the changes in the job market have made it difficult to hire experienced managers.
D) Ask the incumbent manager to stay with the firm until the job openings are staffed.

2. What was the court ruling in Lechmere, Inc. v. NLBR?

A) Employees have the right to bring a third person into the room if they are being questionedas part of an investigation.
B) A company is allowed to continue business operations during a strike by hiring newemployees or temporary workers.
C) If an employee misses time worked due to union-related activities, the company cannothold it against him in his attendance record.
D) A company does not have to allow union representatives to campaign on company property if they are not employed by the company.

3. A large retail company opens a distribution center directly across the street from a small competing firm's distribution center and posts a sign advertising open entry-level positions. The plant manager of the small firm notices that the sign indicates the advertised salary is higher than what the firm pays its entry-level employees.
The plant manager is concerned employees will leave the firm to seek work at the competing company. The plant manager notifies the HR manager of the pay differences and requests immediate pay matching for all entry-level employees. The HR manager sets up a meeting with the plant manager, compensation manager, and HR business partner to discuss the issue. They decide to increase base pay to match the competitor's base pay but only for a subset of entry-level roles identified as critical. They also decide to put the pay increase into effect immediately, and the HR manager agrees to monitor the situation over the next three months.
How should the HR manager communicate the new pay increase to current entry-level employees?

A) Hold in-person group meetings with impacted employees to announce their increased pay.
B) Send a mass email to all impacted employees explaining the pay increase.
C) Send an email to supervisors of impacted employees requesting that they explain the change to their direct reports.
D) Schedule a meeting with each impacted employee to communicate the pay increase and rationale.

4. The new CHRO is aware that hiring top talent in the insurance sector is a challenge because it is of ten not the industry of choice for many recent graduates. She also knows that unemployment is low and the labor market is highly competitive. What can the CHRO do to improve hiring efforts?

A) Research and study recruiting metrics for the insurance sector.
B) Sign up for several local job fairs to meet candidates in person.
C) Build rapport with local college career services personnel.
D) Review job postings and rewrite ads to attract more candidates.

5. When preparing to make an of fer to a candidate, recruiters must consider several factors before deciding how much to of fer within the applicable pay scale. What factors should NOT be considered?

A) Internal equity-how much the other incumbents are being paid for the same job
B) The candidate,s potential commute
C) The candidate,s expectations
D) The candidate,s current compensation

Solutions: