CIR CIR Candidate Assessment & Selection 1 — Questions and Answers
Question 1: What is a structured interview in the context of candidate assessment?
- An interview held in a formal office setting
- An interview where all candidates are asked the same predetermined questions scored against defined criteria (Correct answer)
- An interview that includes a written test
- An informal conversation about a candidate's background
Correct 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.
Question 2: What does a 'behavioral interview question' ask a candidate to do?
- Describe how they would hypothetically handle a future situation
- Provide a specific past example of how they handled a real situation (Correct answer)
- Explain their educational background
- List their references
Correct 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.
Question 3: What does 'adverse impact' mean in candidate selection?
- A negative comment in a candidate's reference check
- A selection practice that disproportionately screens out a protected group at a statistically significant rate (Correct answer)
- A candidate who withdraws from the hiring process
- A job offer that is below market rate
Correct 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.
Question 4: Which pre-employment assessment type measures a candidate's ability to learn and process new information?
- Personality inventory
- Cognitive ability test (Correct answer)
- Work sample test
- Reference check
Correct 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.
Question 5: What is the '4/5ths rule' (or 80% rule) used to evaluate in recruiting?
- Whether 80% of job postings receive applications
- Whether a protected group's selection rate is at least 80% of the highest-selected group's rate, to detect potential adverse impact (Correct answer)
- That candidates complete 80% of an application before submitting
- Whether at least 4 out of 5 interviewers approve a candidate
Correct 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.
Question 6: What is 'validity' in the context of a pre-employment assessment?
- Whether the assessment is free from spelling errors
- The degree to which an assessment accurately measures what it is intended to measure and predicts job performance (Correct answer)
- Whether all candidates find the assessment fair
- The length of time required to complete the assessment
Correct 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).
CIR CIR Candidate Assessment & Selection 1
What is a structured interview in the context of candidate assessment?