TheoryPHR SHRM HR Study Guide
Study for the PHR SHRM HR with exam topics, practice questions, a free PDF, video walkthrough and timed mock exam links.
How to study for PHR SHRM HR
- Read the topic list so you know what the exam is likely to cover.
- Answer the free practice questions and read every explanation.
- Download the PDF for offline review.
- Use timed mock exams when your untimed practice feels comfortable.
Topics to review
- The core topics and terminology you'll be tested on
- Rules, standards and best-practice procedures
- Real-world scenarios and how to respond
- Common mistakes and how to avoid them
Try PHR SHRM HR questions now
Q1Which sourcing channel typically produces hires with the highest retention and lowest cost-per-hire?
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✓ Correct answer: Employee referrals
Employee referrals consistently show higher retention and lower cost because referred candidates arrive with realistic job previews and a built-in social connection.
Q2A job analysis is conducted primarily to produce which foundational HR document?
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✓ Correct answer: A job description listing duties and qualifications
Job analysis systematically identifies the tasks, duties, and required KSAs of a role, which are then documented in the job description.
Q3An employer's cognitive ability test predicts job performance accurately but disproportionately screens out a protected group and a less-discriminatory equally valid alternative exists. Under EEOC guidance the employer should:
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✓ Correct answer: Adopt the equally valid less-discriminatory alternative
When a selection procedure has adverse impact, Title VII requires using an available alternative that is equally valid but less discriminatory; ignoring it can establish liability.
Q4Under the EEOC's 'four-fifths' (80%) rule, adverse impact is generally indicated when the selection rate for a protected group is:
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✓ Correct answer: Less than 80% of the rate of the highest-selected group
The four-fifths rule flags potential adverse impact when a group's selection rate is below 80% of the rate of the most-selected group.
Q5Which interview format asks candidates to describe how they handled real past situations to predict future behavior?
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✓ Correct answer: Behavioral (STAR-based) interview
Behavioral interviewing rests on the premise that past behavior predicts future behavior, often elicited with the Situation-Task-Action-Result framework.
Q6A company received 400 applications and made 20 hires. What is the selection ratio?
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✓ Correct answer: 0.05
Selection ratio = hires divided by applicants = 20/400 = 0.05; a lower ratio means greater selectivity.
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