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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

  1. What is a structured interview in the context of candidate assessment?

    Answer: An interview where all candidates are asked the same predetermined questions scored against defined criteria

    Structured interviews use identical questions and scoring rubrics for every candidate, increasing consistency, predictive validity, and legal defensibility.

  2. What does a 'behavioral interview question' ask a candidate to do?

    Answer: Provide a specific past example of how they handled a real situation

    Behavioral questions use the premise that past behavior predicts future performance, asking candidates to describe specific experiences using the STAR method.

  3. What does 'adverse impact' mean in candidate selection?

    Answer: A selection practice that disproportionately screens out a protected group at a statistically significant rate

    Adverse impact occurs when a selection procedure results in substantially different rates for a protected group, which can violate EEO laws even without discriminatory intent.

  4. Which pre-employment assessment type measures a candidate's ability to learn and process new information?

    Answer: Cognitive ability test

    Cognitive ability tests (also called general mental ability or GMA tests) are among the strongest predictors of job performance across virtually all roles.

  5. What is the '4/5ths rule' (or 80% rule) used to evaluate in recruiting?

    Answer: Whether a protected group's selection rate is at least 80% of the highest-selected group's rate, to detect potential adverse impact

    The EEOC's 4/5ths rule flags potential adverse impact when a protected group's selection rate falls below 80% of the most-selected group's rate.

  6. What is 'validity' in the context of a pre-employment assessment?

    Answer: The degree to which an assessment accurately measures what it is intended to measure and predicts job performance

    Validity ensures a selection tool actually measures the construct it claims to (construct validity) and predicts job success (predictive validity).