Level 1 exam — Human Resources

Exam — fresh questions

12 questions to validate end-to-end hiring: need, ad, screening, interviews and onboarding (recall ~20%, application ~50%, decision ~30%).
Answer everything, then click Check: your score and explanations will appear.

1.1 · Recall

1. What does good hiring start with?

Needs analysis and job description, with the manager Immediately posting the ad The final interview The first month's payroll

Workload, skill and budget proven, description written, three-way validation.

1.1 · Application

2. Amira receives a «versatile, dynamic, hidden salary» description. What effect?

Hundreds of off-target CVs: with no missions, required/desired or range, nothing filters No effect, the description is useless for screening Automatically more diverse hiring Targeted, fast applications

Precise = filters + commits; vague = off-target and lost candidates.

1.2 · Application

3. For a rare profile, what does Amira do first?

She waits for spontaneous applications She posts on a single unmeasured channel She combines internal, referrals and headhunting, measuring cost per hire She hides the salary to negotiate later

Internal and networks first, headhunting for the rare — each channel measured.

1.2 · Arbitration

4. A manager suggests «young male with no children, sales ninja». Amira's answer?

Add even more requirements to screen Approve: originality attracts the best Refuse and rewrite: discriminatory wording banned, re-read through the skill filter Post as-is to move fast

No criterion outside skill: re-read every ad before posting.

1.3 · Application

5. 300 CVs to screen without bias (school, photo, first name). The method?

Draw lots to stay neutral Screen on gut feeling, experience is enough Take the first 10 received Weighted grid before any CV + 2 reviewers + 3 piles

Criteria first, written thresholds: the threshold decides, not mood.

1.3 · Arbitration

6. A «maybe» candidate waits 3 weeks with no reply. What to do?

Reply fast, even negatively: today's «no» candidates are tomorrow's pool Reply only to «yes» candidates to save time Delete the file to make room Leave them waiting: silence screens naturally

Reply to all: silence damages the employer brand.

1.4 · Recall

7. What does STAR mean in interviews?

Greet, Test, Decide, Reply A timed speed test A salary grid Situation, Task, Action, Result: questioning on lived examples

Proven past (STAR) predicts better than claimed qualities.

1.4 · Application

8. Amira asks the same STAR questions to all candidates. Why?

To bore the candidates For comparability and legality: same bases, proven behaviors To move faster by botching Out of administrative rigidity

Written framework for all: compare the same thing, reduce bias.

1.4 · Arbitration

9. In an interview: «are you pregnant? What religion?» Verdict?

Recommended questions for trust Forbidden questions: off-skill = off-topic Mandatory questions before hiring Useful questions for planning

Private life and protected criteria banned; constraints addressed through the position.

1.5 · Application

10. Newcomer's day 1: ready workstation, buddy, 3 peer meetings, written 30-day objectives. Why?

To test stress resistance To overload from day one To tick administrative boxes To make them understand, meet and deliver fast: early retention

Every hour of day 1 is planned: human welcome, not surprise paperwork.

1.5 · Application

11. What is the volunteer peer buddy for?

To replace the manager in decisions To pass on unwritten codes, answer questions and spot doubts early To monitor the newcomer for management To sign the contract instead of HR

Neither manager nor monitor: a peer supporting daily life.

1.5 · Arbitration

12. The newcomer is left alone: «they will adapt». What does Amira say?

She defers everything to the annual review She approves: self-adaptation forges the best She warns: with no 1-30-60-90 or buddy, doubt then exit — onboarding retains She suggests doubling the workload to challenge them

Understand, meet, deliver: with no program, the abandoned leave.

What's next?

Score ≥ 80%: move to Level 2 V3 — employment contracts, employee file and formalities, working time and leave, payroll and payslip, contract termination.
Score < 80%: revisit the failed sections (descriptions, ad, screening, STAR, onboarding), re-read the explanations above, then redo the 48h challenges of the 5 sections before retrying.