SHRM-CP/SCP Mock Exam 2026:
Full-Length Practice Test||Questions
And Answers With Rationales/Graded
A+/2026 Update/100% Correct
/Instant Download
Exam Structure: 85 Questions (80 scored + 5 pretest)
Time Allowed (Simulated): 120 minutes
Domains Covered: People (35%), Organization (30%), Workplace (25%),
Strategy (10%)
Section 1: People (HR Strategic Planning & Talent Acquisition)
1. A company plans to expand into a new international market. The HR
director is asked to identify the number and types of employees needed. What
is the FIRST step?
A. Conduct a skills inventory of current employees
B. Perform a gap analysis between current and future workforce
C. Analyze the strategic business plan to determine workforce implications
D. Approve requisitions for new positions
Rationale: Workforce planning must start with the strategic business plan to align
HR actions with organizational goals.
2. Which sourcing channel has the highest yield ratio for executive-level
positions?
A. General job boards
B. Executive search firms (retained)
C. Social media advertising
D. Career fairs
Rationale: Retained search firms specialize in passive, high-level candidates and
yield higher quality matches for executive roles.
,3. Under the Uniform Guidelines on Employee Selection Procedures, which
validity type requires demonstrating a statistical relationship between a test
and job performance?
A. Content validity
B. Criterion-related validity
C. Face validity
D. Construct validity
Rationale: Criterion-related validity uses correlation between test scores and
performance metrics (e.g., sales, output).
4. A recruiter rejects a candidate because they use a wheelchair, assuming they
cannot perform an essential function. The job requires occasional lifting of 20
lbs, which the candidate can do with an accommodation. Which law applies?
A. Civil Rights Act Title VII
B. ADA (Americans with Disabilities Act)
C. ADEA
D. GINA
Rationale: ADA prohibits discrimination based on disability and requires
reasonable accommodation unless undue hardship.
5. Which structured interview type asks candidates to describe how they
handled a past situation?
A. Situational interview
B. Behavioral event interview
C. Stress interview
D. Panel interview
Rationale: Behavioral questions (e.g., “Tell me about a time…”) predict future
behavior based on past actions.
6. The internal talent mobility approach that rotates high-potential employees
through different functions is known as:
A. Job enlargement
B. Job rotation
C. Job enrichment
D. Job crafting
Rationale: Job rotation develops cross-functional knowledge and leadership
pipeline.
, 7. Which metric measures the percentage of new hires who remain employed
after one year?
A. Turnover rate
B. Retention rate
C. Time-to-fill
D. Quality of hire
Rationale: Retention rate = (number of employees remaining after 1 year / number
hired) × 100.
8. A company uses a pre-employment test that screens out 85% of Asian
applicants. Under the 4/5ths rule, this indicates:
A. No adverse impact
B. Adverse impact
C. Reverse discrimination
D. Business necessity
Rationale: Selection rate for protected group (Asian) is less than 80% of the
highest scoring group → adverse impact.
9. Which talent acquisition metric is most directly linked to employer brand
strength?
A. Cost per hire
B. Applicant satisfaction score
C. Offer acceptance rate
D. Background check turnaround time
Rationale: Applicant experience directly reflects employer brand and influences
candidate decisions.
10. The process of identifying critical roles and creating successors is called:
A. Replacement planning
B. Succession planning
C. Career planning
D. Workforce mapping
Rationale: Succession planning ensures continuity for key positions through
internal development.
Section 2: People (Learning, Development & Performance)
Full-Length Practice Test||Questions
And Answers With Rationales/Graded
A+/2026 Update/100% Correct
/Instant Download
Exam Structure: 85 Questions (80 scored + 5 pretest)
Time Allowed (Simulated): 120 minutes
Domains Covered: People (35%), Organization (30%), Workplace (25%),
Strategy (10%)
Section 1: People (HR Strategic Planning & Talent Acquisition)
1. A company plans to expand into a new international market. The HR
director is asked to identify the number and types of employees needed. What
is the FIRST step?
A. Conduct a skills inventory of current employees
B. Perform a gap analysis between current and future workforce
C. Analyze the strategic business plan to determine workforce implications
D. Approve requisitions for new positions
Rationale: Workforce planning must start with the strategic business plan to align
HR actions with organizational goals.
2. Which sourcing channel has the highest yield ratio for executive-level
positions?
A. General job boards
B. Executive search firms (retained)
C. Social media advertising
D. Career fairs
Rationale: Retained search firms specialize in passive, high-level candidates and
yield higher quality matches for executive roles.
,3. Under the Uniform Guidelines on Employee Selection Procedures, which
validity type requires demonstrating a statistical relationship between a test
and job performance?
A. Content validity
B. Criterion-related validity
C. Face validity
D. Construct validity
Rationale: Criterion-related validity uses correlation between test scores and
performance metrics (e.g., sales, output).
4. A recruiter rejects a candidate because they use a wheelchair, assuming they
cannot perform an essential function. The job requires occasional lifting of 20
lbs, which the candidate can do with an accommodation. Which law applies?
A. Civil Rights Act Title VII
B. ADA (Americans with Disabilities Act)
C. ADEA
D. GINA
Rationale: ADA prohibits discrimination based on disability and requires
reasonable accommodation unless undue hardship.
5. Which structured interview type asks candidates to describe how they
handled a past situation?
A. Situational interview
B. Behavioral event interview
C. Stress interview
D. Panel interview
Rationale: Behavioral questions (e.g., “Tell me about a time…”) predict future
behavior based on past actions.
6. The internal talent mobility approach that rotates high-potential employees
through different functions is known as:
A. Job enlargement
B. Job rotation
C. Job enrichment
D. Job crafting
Rationale: Job rotation develops cross-functional knowledge and leadership
pipeline.
, 7. Which metric measures the percentage of new hires who remain employed
after one year?
A. Turnover rate
B. Retention rate
C. Time-to-fill
D. Quality of hire
Rationale: Retention rate = (number of employees remaining after 1 year / number
hired) × 100.
8. A company uses a pre-employment test that screens out 85% of Asian
applicants. Under the 4/5ths rule, this indicates:
A. No adverse impact
B. Adverse impact
C. Reverse discrimination
D. Business necessity
Rationale: Selection rate for protected group (Asian) is less than 80% of the
highest scoring group → adverse impact.
9. Which talent acquisition metric is most directly linked to employer brand
strength?
A. Cost per hire
B. Applicant satisfaction score
C. Offer acceptance rate
D. Background check turnaround time
Rationale: Applicant experience directly reflects employer brand and influences
candidate decisions.
10. The process of identifying critical roles and creating successors is called:
A. Replacement planning
B. Succession planning
C. Career planning
D. Workforce mapping
Rationale: Succession planning ensures continuity for key positions through
internal development.
Section 2: People (Learning, Development & Performance)
