CRSP Diversity & Inclusion in Recruitment 3 — Questions and Answers
Question 1: Which metric is MOST useful for identifying equity gaps across the recruitment funnel?
- Total number of applications received
- Time-to-fill for open roles
- Demographic conversion rates at each stage (e.g., screen, interview, offer) (Correct answer)
- Cost-per-hire by department
Correct answer: Demographic conversion rates at each stage (e.g., screen, interview, offer)
Tracking demographic conversion rates at each funnel stage reveals where specific groups drop off, pinpointing equity gaps.
Question 2: Cultural add interviewing differs from cultural fit interviewing primarily because it:
- Focuses on candidates who mirror existing team values
- Seeks candidates who bring new perspectives that enhance the team's culture (Correct answer)
- Eliminates technical competency questions
- Relies on gut feeling over structured evaluation
Correct answer: Seeks candidates who bring new perspectives that enhance the team's culture
Cultural add focuses on how a candidate's unique background and perspectives can strengthen the team, rather than requiring conformity to existing norms.
Question 3: Which of the following best describes 'stereotype threat' in a recruitment context?
- A recruiter using stereotypes to screen candidates
- A candidate underperforming because they fear confirming a negative stereotype about their group (Correct answer)
- Bias in reference checks
- Discriminatory job postings
Correct answer: A candidate underperforming because they fear confirming a negative stereotype about their group
Stereotype threat occurs when candidates are aware of a negative stereotype about their group and anxiety about confirming it impairs their performance.
Question 4: A company wants to audit its AI-based resume screening tool for bias. The FIRST step should be:
- Replacing it with manual screening immediately
- Analyzing historical hiring outcomes to determine if the tool disadvantages protected groups (Correct answer)
- Increasing the number of resumes processed
- Outsourcing recruitment entirely
Correct answer: Analyzing historical hiring outcomes to determine if the tool disadvantages protected groups
Auditing an AI tool starts with reviewing historical outcomes data to identify whether protected groups are systematically screened out at higher rates.
Question 5: Which law prohibits employment discrimination based on national origin in the United States?
- Fair Labor Standards Act (FLSA)
- Title VII of the Civil Rights Act of 1964 (Correct answer)
- Family and Medical Leave Act (FMLA)
- Equal Pay Act of 1963
Correct answer: Title VII of the Civil Rights Act of 1964
Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex, and national origin.
Question 6: When designing a D&I recruitment strategy, 'intersectionality' refers to:
- The overlap between job requirements and candidate skills
- How multiple social identities (e.g., race and gender) combine to create unique experiences of discrimination (Correct answer)
- Recruiting across multiple geographic regions
- Combining diversity goals with business objectives
Correct answer: How multiple social identities (e.g., race and gender) combine to create unique experiences of discrimination
Intersectionality recognizes that individuals hold multiple identities and may face compounded or unique forms of discrimination because of their combination.
Question 7: An employer posts a job requiring candidates to be 'recent graduates.' This could constitute discrimination against which protected class?
- Veterans
- Individuals with disabilities
- Older workers protected under the ADEA (Correct answer)
- Pregnant women
Correct answer: Older workers protected under the ADEA
Requiring 'recent graduation' can disproportionately exclude older workers and may violate the Age Discrimination in Employment Act (ADEA).
CRSP Diversity & Inclusion in Recruitment 3
Which metric is MOST useful for identifying equity gaps across the recruitment funnel?