Pre-Employment Assessment and Testing Flashcards

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.

Which component of a job analysis provides the foundation for establishing the content validity of a selection test?

Answer: Identification of knowledge, skills, abilities, and other characteristics (KSAOs)

Content validity requires demonstrating that test content represents the KSAOs identified as critical through a systematic job analysis.

A situational judgment test (SJT) presents candidates with:

Answer: Hypothetical work scenarios requiring a response choice

SJTs describe realistic work situations and ask candidates to choose or rank responses, assessing judgment and decision-making relevant to the job.

Under CODESP guidelines, a passing score (cut score) on a civil service exam should ideally be set based on:

Answer: The minimum level of knowledge or skill needed to perform the job satisfactorily

Cut scores should reflect the minimum competency level required for acceptable job performance, grounded in job analysis data.

Which federal law requires that pre-employment polygraph tests are generally prohibited for most private-sector employers?

Answer: The Employee Polygraph Protection Act (EPPA)

The Employee Polygraph Protection Act (EPPA) of 1988 prohibits most private employers from requiring, requesting, or using polygraph tests for pre-employment screening.

An 'assessment center' in public-sector hiring most commonly refers to:

Answer: A multi-method evaluation process using simulations, exercises, and trained assessors

Assessment centers use multiple simulation exercises (e.g., in-basket, leaderless group discussions) evaluated by trained assessors to predict managerial or supervisory performance.

When a test developer reports a validity coefficient of r = 0.35 for a selection test, this value indicates:

Answer: A moderate positive relationship between test scores and job performance

A validity coefficient of r = 0.35 represents a moderate positive correlation between predictor scores and criterion performance, which is considered practically meaningful in selection research.

The primary purpose of a 'test plan' in developing a civil service examination is to:

Answer: Map test items to job-relevant KSAOs with specified weights and item counts

A test plan (or test blueprint) specifies which KSAOs will be tested, the proportion of items per area, and the difficulty distribution, ensuring systematic content coverage.

Which type of reliability is estimated by administering the same test to the same group on two separate occasions and correlating the scores?

Answer: Test-retest reliability

Test-retest reliability measures score stability over time by correlating two administrations of the same test to the same individuals.

The Fair Credit Reporting Act (FCRA) requires employers conducting background checks through a consumer reporting agency to:

Answer: Provide written disclosure and obtain written authorization from the applicant

FCRA mandates that employers give applicants a clear disclosure document and obtain written consent before ordering a background check from a consumer reporting agency.

In the context of pre-employment testing, 'differential item functioning' (DIF) analysis is used to:

Answer: Identify test items that perform differently across demographic groups after controlling for ability level

DIF analysis detects items that favor one group over another among examinees of equal ability, indicating potential item bias that should be reviewed.

A city fire department requires all applicants to pass a physical ability test (PAT). To minimize legal risk, the PAT should be designed to:

Answer: Simulate the critical physical demands identified through job analysis

Physical ability tests must be grounded in job analysis that identifies critical physical tasks, ensuring the test measures job-relevant demands rather than arbitrary fitness levels.

Which concept refers to the proportion of future employees who would be successful if selected using a given assessment?

Answer: Positive predictive value (success rate)

Positive predictive value (success rate) is the proportion of selected candidates who turn out to be successful performers, reflecting the practical accuracy of the selection decision.

An employer uses a 'multiple hurdles' selection approach, which means:

Answer: Candidates must pass each successive assessment to continue in the process

In a multiple hurdles model, candidates must meet a minimum threshold on each successive assessment stage before advancing, ensuring only candidates who clear every requirement proceed.