CPC CPC Candidate Assessment & Interviewing 2

Question 1

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

Accepted Answer

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

Answer

The test is legally approved by the EEOC

Answer

The test produces consistent results across administrations

Answer

The test has been used for more than five years

Question 2

What is 'adverse impact' in employment testing?

Accepted Answer

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

Answer

A negative reaction from candidates about interview length

Answer

Any test that candidates find difficult to pass

Answer

Negative press coverage of a company's hiring process

Question 3

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

Accepted Answer

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

Answer

Ensure 80% of candidates receive a second interview

Answer

Require 80% test score pass rates for all candidates

Answer

Limit test duration to 80 minutes

Question 4

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

Accepted Answer

Situational interview

Answer

Behavioral interview

Answer

Panel interview

Answer

Stress interview

Question 5

Reference checks are MOST valuable when they focus on:

Accepted Answer

Specific behaviors and performance examples relevant to the target role

Answer

General character questions about the candidate

Answer

Confirming the candidate's personal relationship with the reference

Answer

Asking whether the reference would hire the candidate again as the only question

Question 6

A cognitive ability test used in selection measures:

Accepted Answer

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

Answer

A candidate's motivation and drive

Answer

Cultural fit with the organization

Answer

Previous salary history