CIR Candidate Assessment & Selection Flashcards
6 cards from real CIR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 CIR Candidate Assessment & Selection flashcards as text
What is the primary goal of a competency-based interview framework?
Answer: To evaluate candidates against a defined set of skills and behaviors required for success in the role
Competency-based interviews map questions to specific job-critical behaviors, making it easier to compare candidates on the same dimensions objectively.
What is a 'work sample test' in candidate assessment?
Answer: An assessment that requires candidates to perform tasks directly representative of actual job duties
Work sample tests have high validity because they directly simulate job tasks, allowing recruiters to observe actual performance rather than self-reported ability.
What is 'inter-rater reliability' in interview scoring?
Answer: The degree of consistency between different interviewers scoring the same candidate on the same criteria
High inter-rater reliability means multiple interviewers independently assign similar scores, indicating the assessment process is objective and consistent rather than subjective.
Which approach best mitigates unconscious bias during resume review?
Answer: Blind resume review that removes identifying information such as name, address, and graduation year
Blind resume review removes demographic cues that can trigger unconscious bias, helping evaluators focus on skills and experience relevant to job requirements.
What is the primary legal risk of using social media profiles to screen candidates before an interview?
Answer: Exposure to protected class information (race, religion, disability) that could form the basis of a discrimination claim
Viewing social media profiles often reveals protected characteristics that should not influence hiring decisions, creating legal exposure if a rejected candidate files a discrimination claim.
What does 'predictive validity' mean when evaluating a hiring assessment?
Answer: The assessment score statistically correlates with future job performance outcomes
Predictive validity is established through longitudinal studies showing that higher assessment scores correlate with better actual job performance metrics.