Administration and Best Practices Flashcards
7 cards from real PeopleAnswers practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Administration and Best Practices flashcards as text
When configuring a job benchmark in PeopleAnswers, which data source is considered the gold standard for setting competency weights?
Answer: Subject matter expert panels combined with incumbent performance data
Combining subject matter expert input with actual high-performer data produces the most valid and defensible job benchmark.
A recruiter notices that the PeopleAnswers portal shows a candidate's assessment status as 'Expired.' What is the most appropriate next step?
Answer: Re-invite the candidate with a new assessment link
Expired assessments cannot be completed; re-inviting generates a fresh link so the candidate can submit a valid response.
Which PeopleAnswers feature allows administrators to compare multiple candidates against the same job profile simultaneously?
Answer: Side-by-Side Benchmark Report
The Side-by-Side Benchmark Report displays multiple candidates' fit scores against a single job benchmark for easy comparison.
Under EEOC guidelines, which practice is critical when using PeopleAnswers assessments for selection decisions?
Answer: Documenting validity evidence that links assessment scores to job performance
EEOC and the Uniform Guidelines require employers to document validity evidence showing that selection tools predict job-relevant performance.
An administrator wants to restrict access so that branch managers can only view candidates in their own location. Which PeopleAnswers setting should be configured?
Answer: Role-Based Access Controls with location filters
Role-based access controls with location filters limit each manager's view to candidates tied to their assigned location.
What is the recommended PeopleAnswers best practice when a position's job requirements change significantly after the benchmark was created?
Answer: Rebuild or recalibrate the benchmark to reflect the updated requirements
A benchmark must reflect current job requirements; significant role changes necessitate rebuilding or recalibrating to preserve validity.
In PeopleAnswers, what does a 'Fit Score' specifically represent?
Answer: How closely a candidate's behavioral profile matches the job benchmark
The Fit Score quantifies the alignment between a candidate's assessed behavioral traits and the competency pattern defined in the job benchmark.