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CPC Candidate Assessment & Interviewing Flashcards

6 cards from real CPC practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 6 CPC Candidate Assessment & Interviewing flashcards as text

  1. Under the Uniform Guidelines on Employee Selection Procedures, test 'validity' means:

    Answer: The test actually measures what it claims to measure and is job-related

    Validity means that a selection test accurately measures the skills or traits it is designed to measure and those attributes are genuinely relevant to job performance.

  2. What is 'adverse impact' in employment testing?

    Answer: A substantially different selection rate for a protected group compared to the highest-scoring group

    Adverse impact (disparate impact) occurs when a selection procedure results in a substantially lower selection rate for a protected group, potentially indicating discrimination.

  3. The 'four-fifths rule' (80% rule) is used in employment testing to:

    Answer: Determine if a selection rate for a protected group is less than 4/5 of the highest group, signaling adverse impact

    The 4/5 (80%) rule states that if a protected group's selection rate is less than 80% of the highest group's rate, adverse impact is indicated.

  4. Which interview technique asks candidates to respond to a hypothetical job scenario?

    Answer: Situational interview

    Situational interviews present hypothetical job scenarios and ask candidates what they would do, assessing intentions and judgment rather than past behavior.

  5. Reference checks are MOST valuable when they focus on:

    Answer: Specific behaviors and performance examples relevant to the target role

    Reference checks are most predictive when they probe for specific behavioral examples tied to competencies required in the role being filled.

  6. A cognitive ability test used in selection measures:

    Answer: General mental aptitude including reasoning, problem-solving, and learning ability

    Cognitive ability tests assess general mental aptitude—including verbal, numerical, and abstract reasoning—and are among the strongest predictors of job performance.