CPM Unconscious Bias & Inclusive Hiring 2

Question 1

A recruiter consistently rates candidates with names that sound foreign-born lower on 'culture fit' without conscious intent. This is an example of which bias?

Accepted Answer

Affinity bias

Answer

Affinity bias causes people to favor candidates who share similar backgrounds or names to themselves or the dominant group.

Question 2

Which structured interviewing practice most directly reduces the impact of unconscious bias during candidate evaluation?

Accepted Answer

Using the same scored questions for every candidate in the same role

Answer

Standardized, scored questions ensure all candidates are evaluated against the same criteria, reducing subjective bias.

Question 3

What does the term 'stereotype threat' mean in the context of inclusive hiring?

Accepted Answer

A candidate's fear of confirming a negative stereotype about their group, which impairs their performance

Answer

Stereotype threat occurs when candidates underperform because they are anxious about confirming existing negative stereotypes about their demographic group.

Question 4

A hiring panel notices that the only female candidate received sharply lower scores from male interviewers than from the one female interviewer. What should the hiring manager do first?

Accepted Answer

Facilitate a structured debrief to examine whether gender bias influenced scoring

Answer

A structured debrief helps the panel surface and examine potential bias before a hiring decision is finalized.

Question 5

Which of the following best describes 'the similar-to-me effect' in hiring?

Accepted Answer

Favoring candidates who share hobbies, background, or personality traits with the interviewer

Answer

The similar-to-me effect is a cognitive bias where interviewers unconsciously prefer candidates who remind them of themselves.

(CPM) Certified People Manager Practice Test

(CPM) Certified People Manager Practice Test

CPM Unconscious Bias & Inclusive Hiring 2