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
What is the primary risk of using unstructured interviews as the sole selection method?
Answer: They are highly susceptible to interviewer bias, reducing predictive validity
Unstructured interviews lack standardization, making them highly vulnerable to unconscious bias and resulting in much lower predictive validity than structured methods.
Which of the following is an ILLEGAL pre-employment inquiry in the United States?
Answer: Asking a candidate's date of birth or age directly
Directly asking a candidate's age or date of birth is prohibited under the Age Discrimination in Employment Act (ADEA) as it could facilitate age-based discrimination.
A 'panel interview' involves:
Answer: Multiple interviewers assessing one candidate at the same time
A panel interview has several interviewers—often from different functions—evaluating one candidate simultaneously, reducing individual bias and gathering diverse perspectives.
What does 'construct validity' mean when evaluating a selection test?
Answer: The test measures a theoretical psychological construct (like leadership) that is relevant to job performance
Construct validity indicates that a test accurately measures an underlying psychological trait or construct, such as emotional intelligence or leadership aptitude, that matters for the job.
Why is documenting interview notes immediately after a candidate conversation important?
Answer: To preserve accurate behavioral observations while memory is fresh and support defensible hiring decisions
Immediate post-interview documentation captures accurate behavioral evidence, reduces memory distortion, and provides defensible records if hiring decisions are challenged.
A personality assessment used in hiring must be validated against which standard to be defensible under EEOC guidelines?
Answer: The test must demonstrate job-relatedness and predictive validity for the specific role
Under EEOC guidelines and the Uniform Guidelines, any selection tool—including personality assessments—must demonstrate job-relatedness and validity for the specific role being filled.