CIR CIR Candidate Assessment & Selection

Question 1

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

Accepted Answer

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

Answer

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?

Accepted Answer

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

Answer

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?

Accepted Answer

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

Answer

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?

Accepted Answer

Cognitive ability test

Answer

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?

Accepted Answer

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

Answer

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.

(CIR) Certified Internet Recruiter Practice Test

(CIR) Certified Internet Recruiter Practice Test

CIR CIR Candidate Assessment & Selection