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

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.

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

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

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

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.

Question 4

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

Accepted Answer

Situational interview

Answer

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

Question 5

Reference checks are MOST valuable when they focus on:

Accepted Answer

Specific behaviors and performance examples relevant to the target role

Answer

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

(CPC) Certified Personnel Consultant Practice Test

(CPC) Certified Personnel Consultant Practice Test

CPC CPC Candidate Assessment & Interviewing 2