Unconscious Bias & Inclusive Hiring Flashcards
7 cards from real CPM practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
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Which of the following is the most accurate definition of 'adverse impact' in the context of hiring?
Answer: A selection procedure that results in a substantially lower pass rate for a protected group compared to the highest-scoring group
Adverse impact, also called disparate impact, occurs when a facially neutral hiring practice disproportionately screens out members of a protected class.
The 'four-fifths rule' (80% rule) is used in hiring to:
Answer: Flag potential adverse impact when a protected group's selection rate is less than 80% of the top group's rate
Per EEOC guidelines, a selection rate below 80% of the highest-scoring group's rate signals potential adverse impact requiring investigation.
A people manager wants to write a more inclusive job posting. Which revision is MOST likely to attract a broader, more diverse pool?
Answer: Replacing gendered language and reducing the required qualification list to true must-haves
Research shows that neutral language and shorter must-have lists reduce self-selection bias, especially among women and underrepresented candidates.
What is 'confirmation bias' in the context of interviewing?
Answer: An interviewer selectively noticing and weighting evidence that confirms their initial impression of a candidate
Confirmation bias leads interviewers to seek and overvalue information that supports their initial gut feeling, positive or negative, about a candidate.
An HR director wants to build a diverse interview panel for a VP-level hire. What is the PRIMARY reason for doing so?
Answer: To introduce multiple perspectives that can counteract individual biases and blind spots
Diverse panels bring different lived experiences to candidate evaluation, making it less likely that one interviewer's bias goes unchecked.
Which of the following is an example of 'beauty bias' affecting a hiring decision?
Answer: Rating a physically attractive candidate more favorably on unrelated competencies like leadership potential
Beauty bias occurs when physical attractiveness unrelated to job performance positively influences overall candidate ratings.
After completing interviews, a hiring panel uses a structured scorecard to rate candidates before discussing them as a group. Why is scoring individually before group discussion important?
Answer: It prevents early opinions from anchoring or cascading to influence other interviewers scores
Independent scoring before group discussion prevents anchoring bias, where one influential voice skews everyone else's ratings.