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
Structured interviews improve hiring accuracy primarily because they:
Answer: Use consistent, job-related questions asked of all candidates, enabling fair comparison
Structured interviews use a predetermined set of job-relevant questions for all candidates, improving consistency, reducing bias, and enabling valid comparisons.
Behavioral-based interview questions are based on which premise?
Answer: Past behavior is the best predictor of future performance
Behavioral interviewing operates on the principle that how a candidate has acted in past situations is the strongest predictor of future behavior in similar situations.
The STAR method in behavioral interviewing stands for:
Answer: Situation, Task, Action, Result
The STAR method structures behavioral answers around the Situation, Task, Action taken, and Result achieved to provide complete and concrete examples.
Which type of assessment measures a candidate's ability to perform actual job tasks?
Answer: Work sample test
Work sample tests require candidates to perform tasks representative of the actual job, offering high face validity and predictive accuracy.
What is 'halo effect' bias in candidate interviewing?
Answer: Allowing one positive attribute to positively color the overall assessment of a candidate
The halo effect occurs when a positive first impression or single strong attribute causes an interviewer to rate all other aspects of the candidate more favorably.
An employment test that consistently produces the same results across repeated administrations demonstrates:
Answer: Reliability
Reliability refers to the consistency of a test—it should produce stable, repeatable results under similar conditions for the same or similar candidates.