CDR Bias Mitigation & Inclusive Hiring 2

Question 1

A hiring manager rates a candidate highly on every competency after learning they attended the manager's alma mater. Which bias is most likely at play?

Accepted Answer

Halo effect

Answer

The halo effect occurs when one positive trait inflates ratings across unrelated criteria.

Question 2

Which interview practice is most consistently shown by research to reduce bias and improve predictive validity?

Accepted Answer

Structured interviews with standardized questions and scoring rubrics

Answer

Structured interviews apply the same job-related questions and anchored rating scales to every candidate, reducing subjective variance.

Question 3

An interviewer evaluates a candidate as weaker than they really are because the previous candidate was exceptional. What is this called?

Accepted Answer

Contrast effect

Answer

The contrast effect judges candidates relative to each other rather than against a fixed standard.

Question 4

Why should interviewers record independent scores before a group debrief?

Accepted Answer

To prevent anchoring and groupthink from influencing individual judgments

Answer

Independent scoring captures each evaluator's unbiased assessment before group dynamics or dominant voices sway opinions.

Question 5

Which of the following is the best example of a behaviorally anchored rating scale (BARS)?

Accepted Answer

A scale where each rating level describes specific observable behaviors

Answer

BARS ties each rating point to concrete behavioral examples, reducing subjective interpretation.

CDR - Certified Diversity Recruiter Practice Test

CDR - Certified Diversity Recruiter Practice Test

CDR Bias Mitigation & Inclusive Hiring 2