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Free Practice Questions for CONOCER EC0306

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Key Facts: CONOCER EC0306 Exam

6

Competency elements

EC0306 standard

Nivel 2

Competency level

EC0306 standard, Sistema Nacional de Competencias

2 hours

Estimated evaluation time (campo)

EC0306 standard

6 Dec 2012

DOF publication date

EC0306 standard

5 years

Certificate validity

EC0306 standard

ManpowerGroup

Developing Comité de Gestión por Competencias

EC0306 standard

CONOCER EC0306 is Mexico's Nivel 2 competency standard for recruiting and selecting operative and administrative staff. Accredited evaluators observe the candidate's daily recruitment work for an estimated 2 hours across six elements (job analysis, vacancy diffusion, interviewing, online evaluations, references and results notification), with a judgment of Competente or Todavía no competente and a 5-year certificate. This independent OpenExamPrep bank offers English-language practice MCQs on those criteria and the related LFT and personal-data rules.

Sample CONOCER EC0306 Practice Questions

Try these sample questions to review concepts for the CONOCER EC0306 exam. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1In EC0306, which Element 1 product is the reference for every later step—publishing the vacancy, interviewing, evaluating and reporting?
A.El registro del candidato
B.La descripción de puesto
C.La cartera de prospectos
D.El guion de la entrevista
Explanation: EC0306 opens with analyzing the vacant position to define the job description, which the standard calls the basis for the rest of the activities. Later products are all checked against it: the publication, the interview script, the evaluations chosen in the system and the results sent to the client.
2When visiting the facilities where the hired candidate will work, what does EC0306 ask the recruiter to request from the client or requesting user?
A.The salary history of every employee in the area, to set the offer
B.The previous recruiter's notes on candidates rejected for the position
C.Only the organization chart, since culture and values are explored later in the interview
D.An overview of the company's history, mission, vision, values, size and line of business
Explanation: During the facility visit, EC0306 asks the recruiter to request a summary of the company or area: history, mission, vision, values, location, size, dispersion, functions, line of business and products or services. The recruiter also tours the facilities and asks for the internal work rules and practical information about the workplace.
3Why does EC0306 have the recruiter request the client's internal work rules (reglamento interno de trabajo) during the facility visit?
A.To hand it over to the candidate
B.To check that the rules are registered with the labor authority
C.To copy its disciplinary clauses into the job description
D.To decide which applicants' earlier dismissals disqualify them
Explanation: EC0306 lists requesting the client's internal work rules in order to give them to the candidate. The candidate then knows the rules of the workplace they may join.
4Which practical workplace information does EC0306 ask the recruiter to obtain from the client during the visit?
A.Sales targets, supplier contracts and any pending legal claims against the client company
B.The union's collective bargaining history and record of past strikes
C.Layout, meal and rest times, parking, food and recreation areas, restrooms and benefits
D.Only the salary and schedule, since other working conditions change too often
Explanation: The recruiter asks the client about the layout of spaces, meal and rest times, employee parking, food and recreation areas, restroom facilities, rules and benefits. This is the practical information a candidate needs about daily working conditions.
5Which performance is part of visiting the installations under EC0306 Element 1?
A.Interviewing the current occupant about their replacement
B.Touring the facilities where the candidates will work
C.Photographing the work area for the vacancy posting
D.Inspecting safety conditions to issue a compliance report
Explanation: The first Element 1 performance, visiting the installations, includes touring the facilities where the candidates will work. It also includes requesting a company overview, the internal work rules and information about spaces, schedules and benefits.
6When analyzing the position to be recruited, which step does EC0306 include that helps the recruiter plan for repeat requests?
A.Estimating how long the last occupant stayed in the same position
B.Calculating how much each day of vacancy costs the client
C.Checking how many applicants the last posting attracted
D.Corroborating how often the client asks to fill that position
Explanation: The position analysis includes defining the type of position and corroborating how often the client or user asks to fill it. It also specifies the skills, knowledge, schooling, experience and demographic data required.
7As part of designing the strategy to attract candidates, what does EC0306 ask the recruiter to verify about pay?
A.The salary for the position's requirements, so it can be published with the vacancy
B.The lowest salary that candidates already in the database have said they would accept
C.The average salary competitors pay, to publish instead of the client's figure
D.The previous occupant's salary, which must remain confidential throughout
Explanation: The attraction strategy includes verifying salaries according to the position's requirements so they can be published with the vacancy. The vacancy publication must then state the salary range and benefits.
8Before searching outside sources, which part of EC0306's attraction strategy draws on candidates the recruiter already has?
A.Posting the vacancy on every mass job board at the same time to reach as many people as possible
B.Asking current employees to refer friends and relatives who might fit the position well
C.Reviewing candidates already in the database and moving suitable ones to a record for this job
D.Calling the person who left the job for suggestions
Explanation: The strategy includes moving possible candidates from the portfolio to a record specific to the requested position and verifying the availability of candidates already registered in the database, whether electronic, CVs or paper applications. The recruiter also searches external sources according to the position type.
9EC0306 says the recruiter searches recruitment sources according to the type of position. Which classification of positions does the standard use?
A.Directivo, gerencial, mando medio, supervisión and operativo
B.Operativo, industrial, administrativo, especializado or profesional
C.Temporal, eventual, por obra determinada and por tiempo indeterminado
D.Sindicalizado and de confianza
Explanation: The attraction-strategy criterion says the search in recruitment sources depends on the type of position: operativo, industrial, administrativo, especializado or profesional.
10Which item must EC0306's job description (descripción de puesto) contain?
A.The name of the person who will eventually be hired
B.The salary history of the previous occupant
C.The list of recruitment sources and media that the recruiter will use
D.The key responsibilities and a measurement indicator for each
Explanation: The job description contains the position it reports to and its purpose or mission. It also covers the required experience, schooling and knowledge area, languages and software with their proficiency levels, key responsibilities with a measurement indicator for each, and the evaluations or competencies to measure with the required level.

About the CONOCER EC0306 Exam

Independent CONOCER EC0306 practice questions by OpenExamPrep. EC0306 (Reclutamiento y selección de personal operativo y administrativo, Nivel 2) is the Mexican competency standard for recruiters who fill operative and administrative vacancies. The Comité de Gestión por Competencias de ManpowerGroup developed it, and it was published in the Diario Oficial de la Federación on 6 December 2012. It covers analyzing the vacant position and writing the job description, publishing the vacancy and building the prospect portfolio, interviewing, operating an online evaluation system, verifying references, and notifying results to the client and to non-selected candidates. The bank also covers current Mexican rules that apply to these tasks, including non-discrimination under the Ley Federal del Trabajo and the 2025 personal-data law. The standard is published in Spanish, and certification comes from an evaluator observing the candidate's real work, not from a multiple-choice exam. This bank is an English-language MCQ study adaptation; it is not an official translation and does not replace the observed evaluation.

Exam sponsor: CONOCER (Consejo Nacional de Normalización y Certificación de Competencias Laborales). The requirements and fees below concern the certification or admission exam, separate from our free practice resources.

Assessment

Six competency elements of the standard published in the DOF on 6 December 2012: Elemento 1 (Realizar el análisis del puesto vacante, E1037), Elemento 2 (Realizar la difusión de la vacante en bolsas de trabajo especializadas y otras fuentes de reclutamiento, E1038), Elemento 3 (Entrevistar a los candidatos, E1039), Elemento 4 (Operar el sistema de evaluaciones relacionadas con la vacante a reclutar, E1040), Elemento 5 (Verificar las referencias personales y laborales de los candidatos, E1041) and Elemento 6 (Notificar los resultados del proceso de reclutamiento y selección al cliente / usuario solicitante, E1042). CONOCER publishes no weighting between elements. The result is a judgment of Competente or Todavía no competente.

Time Limit

Estimated 2 hours in the field (campo)

Passing Score

Competency judgment: Competente or Todavía no competente

Exam / Certification Fees

Varies by accredited certifier (not published by CONOCER)

Exam sponsor website

Fees, eligibility, and exam policies can change. Confirm them with the exam sponsor before applying or paying.

Official sources

Our practice resources: topics covered

We aim to reflect publicly available exam outlines and topic information in our study resources. Coverage, format, and difficulty may differ from the actual exam, and we cannot guarantee that every detail is accurate or current. Confirm exam requirements, fees, and policies with the official exam sponsor.

Not published

Elemento 1: Realizar el análisis del puesto vacante (E1037)

Facility visit, position analysis, attraction strategy, the job description, competency types and recruitment sources.

Not published

Elemento 2: Realizar la difusión de la vacante en bolsas de trabajo especializadas y otras fuentes de reclutamiento (E1038)

Sources versus media, publishing in own and external media, the candidate registration and privacy notice, the vacancy publication, the prospect portfolio, and non-discrimination in postings.

Not published

Elemento 3: Entrevistar a los candidatos (E1039)

Scheduling, receiving and interviewing candidates, the interview script, types of interview, explaining next steps and the interview information sent to the client.

Not published

Elemento 4: Operar el sistema de evaluaciones relacionadas con la vacante a reclutar (E1040)

Selecting and sending online evaluations, confirming completion, reading the automated report against the job description, and notifying the candidates who continue.

Not published

Elemento 5: Verificar las referencias personales y laborales de los candidatos (E1041)

Telephone checks of personal and professional references and the related LFT rules on false references and blacklisting.

Not published

Elemento 6: Notificar los resultados del proceso de reclutamiento y selección al cliente / usuario solicitante (E1042)

Feedback to non-selected candidates, the results sent to the client with acknowledgment of receipt, and handling candidate portfolios under the 2025 LFPDPPP.

Preparing for the CONOCER EC0306 Exam

What You Need to Know

  • Passing score: Competency judgment: Competente or Todavía no competente
  • Assessment: Six competency elements of the standard published in the DOF on 6 December 2012: Elemento 1 (Realizar el análisis del puesto vacante, E1037), Elemento 2 (Realizar la difusión de la vacante en bolsas de trabajo especializadas y otras fuentes de reclutamiento, E1038), Elemento 3 (Entrevistar a los candidatos, E1039), Elemento 4 (Operar el sistema de evaluaciones relacionadas con la vacante a reclutar, E1040), Elemento 5 (Verificar las referencias personales y laborales de los candidatos, E1041) and Elemento 6 (Notificar los resultados del proceso de reclutamiento y selección al cliente / usuario solicitante, E1042). CONOCER publishes no weighting between elements. The result is a judgment of Competente or Todavía no competente.
  • Time limit: Estimated 2 hours in the field (campo)
  • Exam / certification fees: Varies by accredited certifier (not published by CONOCER) Official sources

Using Our Practice Resources

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CONOCER EC0306: Suggested Study Strategy

1Follow the six elements in order: analyze the vacancy, publish it and build the portfolio, interview, send and read the online evaluations, verify references, then notify the client and non-selected candidates.
2Treat the job description as the reference for everything: responsibilities with indicators, language and software levels, and the evaluations or competencies with the required level.
3Know the products' contents: the candidate registration with the signed Aviso de Privacidad, the vacancy publication (salary range, benefits, with whom and where to apply), the prospect portfolio, the interview script and the client report with acknowledgment of receipt.
4Separate the standard's terms: sources are where candidates are found and media are how they are attracted; each element has its own attitudes, such as cooperación, iniciativa, limpieza, orden, amabilidad and respeto.
5Apply current law to the 2012 standard: LFT articles 3 and 133 bar discriminatory requirements and non-pregnancy certificates, and the 2025 LFPDPPP governs sensitive data, ARCO rights and new purposes for candidate data.

Frequently Asked Questions

What is the official format of the CONOCER EC0306 evaluation?

EC0306 is evaluated by a CONOCER-accredited certifier in the candidate's daily work situation. The evaluator observes the candidate's recruitment and selection activities, with an estimated 2 hours in the field and one evaluator per candidate. The candidate needs a computer with internet, a telephone, the required forms and access to recruitment sources. CONOCER publishes no multiple-choice paper or item count.

How is the CONOCER EC0306 evaluation scored?

The result is a competency judgment rather than a numeric score. The certifying body reviews the evidence and rules whether the candidate is competente or todavía no competente; a Competente result leads to a certificate issued by CONOCER.

How much does CONOCER EC0306 certification cost?

CONOCER does not publish a single fee. Its FAQ says evaluation and certification costs vary by standard and by evaluation center, so candidates should ask a certifier accredited for EC0306 in RENEC for a quote.

Does the EC0306 certificate expire?

Yes. CONOCER says certificate validity is set in each standard, and EC0306 states a certificate validity of 5 years, the same as its review period.

Is this OpenExamPrep question bank an official CONOCER test?

No. It is an independent, English-language multiple-choice study adaptation by OpenExamPrep for the topics in EC0306 and the Mexican rules that apply to them. It is not an official translation or a simulation of the Spanish-language evaluation, and it cannot replace the observed recruitment work an accredited evaluator assesses.