CODESP Applicant Screening and Evaluation 5

Question 1

A city uses a scored application to screen applicants. Which element MOST strengthens the defensibility of this approach?

Accepted Answer

Weighting items based on job analysis findings

Answer

Basing application item weights on job analysis data directly links the screening instrument to documented job requirements, providing the strongest evidence of job-relatedness.

Question 2

Which assessment center exercise is specifically designed to evaluate an applicant's ability to manage written correspondence, emails, and documents typical of the position?

Accepted Answer

In-basket exercise

Answer

An in-basket exercise presents candidates with a set of realistic written materials (memos, emails, reports) and asks them to prioritize and respond, simulating the document management demands of the job.

Question 3

Under the Uniform Guidelines, an employer is NOT required to validate a selection procedure if:

Accepted Answer

There is no adverse impact and the procedure is not challenged

Answer

The Uniform Guidelines state that validation is required when adverse impact is found; if no adverse impact exists and the procedure is not legally challenged, formal validation documentation is not required.

Question 4

Which term describes using validity evidence from studies conducted elsewhere (other organizations or jurisdictions) to support the use of a selection procedure in a new setting?

Accepted Answer

Transportability of validity evidence

Answer

Transportability of validity evidence allows an organization to use documented validity studies from other settings, provided there is evidence that the job and context are sufficiently similar.

Question 5

Which legal principle requires that a selection procedure must be the least discriminatory alternative capable of meeting the employer's legitimate needs?

Accepted Answer

Business necessity

Answer

Business necessity requires that a selection procedure be essential to safe and efficient job performance, and courts may require employers to consider whether less discriminatory alternatives exist.

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP - Cooperative Organization for the Development of Employee Selection Procedures Practice Test

CODESP Applicant Screening and Evaluation 5