Pre-Employment Assessment and Testing Flashcards
7 cards from real CODESP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Pre-Employment Assessment and Testing flashcards as text
Under the Uniform Guidelines on Employee Selection Procedures (UGESP), which statistical threshold is commonly used to determine if adverse impact exists?
Answer: The 4/5ths (80%) rule
The 4/5ths (80%) rule states that adverse impact is indicated when the selection rate for a protected group is less than 80% of the rate for the highest-selected group.
Which type of validity evidence is gathered by correlating test scores with a measure of job performance obtained at the same time?
Answer: Concurrent validity
Concurrent validity is established by administering a test to current employees and correlating scores with existing performance measures simultaneously.
A structured interview differs from an unstructured interview primarily because it:
Answer: Uses the same questions and scoring rubric for all candidates
Structured interviews use standardized questions and scoring criteria applied consistently to every candidate, which increases reliability and reduces bias.
The Americans with Disabilities Act (ADA) restricts pre-employment medical examinations to which phase of the hiring process?
Answer: After a conditional offer of employment has been extended
Under the ADA, medical exams may only be required after a conditional job offer has been made, not before, to prevent disability discrimination.
Which statistical concept describes the degree to which a selection test consistently produces the same results across repeated administrations?
Answer: Reliability
Reliability refers to the consistency of a measurement instrument; a reliable test produces stable scores under the same conditions.
A cognitive ability test used for a clerical position is found to have lower pass rates for Hispanic applicants compared to White applicants. The employer's best first step is to:
Answer: Conduct a job analysis to determine if the test is job-related
When adverse impact is detected, the employer should first conduct a job analysis to evaluate whether the test measures abilities genuinely required by the job.
The 'banding' technique in test score interpretation is used primarily to:
Answer: Group candidates whose scores are within a statistically indistinguishable range
Banding treats scores within a statistically equivalent range as equal, allowing employers to consider other factors among candidates within the same band.