CRSP Diversity & Inclusion in Recruitment 2 — Questions and Answers
Question 1: Which sourcing strategy is MOST effective for reaching underrepresented candidates in technical roles?
- Posting only on LinkedIn
- Partnering with HBCUs and Hispanic-Serving Institutions (Correct answer)
- Relying on employee referrals exclusively
- Using a single job board
Correct answer: Partnering with HBCUs and Hispanic-Serving Institutions
Partnering with HBCUs and Hispanic-Serving Institutions directly expands the pipeline of underrepresented technical talent.
Question 2: What does 'adverse impact' mean in the context of D&I recruitment?
- A negative candidate experience
- A selection rate for a protected group that is less than 80% of the highest group's rate (Correct answer)
- Discrimination in job advertisements
- Bias in salary negotiations
Correct answer: A selection rate for a protected group that is less than 80% of the highest group's rate
Adverse impact is defined by the 4/5ths (80%) rule: a selection rate below 80% of the top group's rate indicates potential discrimination.
Question 3: A recruiter notices a job description requires '10+ years of experience' for an entry-level role. This requirement is MOST likely to cause:
- Higher candidate quality
- Age discrimination against younger applicants (Correct answer)
- Better retention outcomes
- Stronger employer branding
Correct answer: Age discrimination against younger applicants
Inflated experience requirements can disproportionately screen out younger candidates, potentially constituting age discrimination.
Question 4: Which interview technique BEST reduces the influence of affinity bias?
- Unstructured conversational interviews
- Standardized structured interviews with the same questions for all candidates (Correct answer)
- Panel interviews led by a single senior leader
- Informal lunch interviews
Correct answer: Standardized structured interviews with the same questions for all candidates
Structured interviews with identical questions for every candidate minimize the variability that allows affinity bias to influence decisions.
Question 5: Under the Americans with Disabilities Act (ADA), employers must provide reasonable accommodations:
- Only if the accommodation costs nothing
- Unless it creates an undue hardship on the organization (Correct answer)
- Only for physical disabilities
- Only during the onboarding process
Correct answer: Unless it creates an undue hardship on the organization
The ADA requires reasonable accommodations for qualified individuals with disabilities unless doing so would impose an undue hardship on the employer.
Question 6: Which of the following is an example of inclusive job advertising?
- Using gender-coded words like 'dominant' and 'aggressive'
- Listing unnecessary physical requirements
- Stating 'we are an equal opportunity employer' and using neutral language (Correct answer)
- Advertising only in English in multilingual communities
Correct answer: Stating 'we are an equal opportunity employer' and using neutral language
Inclusive job ads use neutral language, avoid unnecessary requirements, and include an EEO statement to attract diverse applicants.
Question 7: What is the primary purpose of a 'diverse slate' policy in recruitment?
- To hire only minority candidates
- To ensure the finalist pool includes candidates from underrepresented groups before a decision is made (Correct answer)
- To eliminate the interview process
- To guarantee promotion of diverse employees
Correct answer: To ensure the finalist pool includes candidates from underrepresented groups before a decision is made
A diverse slate policy requires that the finalist pool include underrepresented candidates, increasing the chance of a diverse hire.
CRSP Diversity & Inclusion in Recruitment 2
Which sourcing strategy is MOST effective for reaching underrepresented candidates in technical roles?