PeopleAnswers Administration and Best Practices 2

Question 1

When configuring a job benchmark in PeopleAnswers, which data source is considered the gold standard for setting competency weights?

Accepted Answer

Subject matter expert panels combined with incumbent performance data

Answer

Combining subject matter expert input with actual high-performer data produces the most valid and defensible job benchmark.

Question 2

A recruiter notices that the PeopleAnswers portal shows a candidate's assessment status as 'Expired.' What is the most appropriate next step?

Accepted Answer

Re-invite the candidate with a new assessment link

Answer

Expired assessments cannot be completed; re-inviting generates a fresh link so the candidate can submit a valid response.

Question 3

Which PeopleAnswers feature allows administrators to compare multiple candidates against the same job profile simultaneously?

Accepted Answer

Side-by-Side Benchmark Report

Answer

The Side-by-Side Benchmark Report displays multiple candidates' fit scores against a single job benchmark for easy comparison.

Question 4

Under EEOC guidelines, which practice is critical when using PeopleAnswers assessments for selection decisions?

Accepted Answer

Documenting validity evidence that links assessment scores to job performance

Answer

EEOC and the Uniform Guidelines require employers to document validity evidence showing that selection tools predict job-relevant performance.

Question 5

An administrator wants to restrict access so that branch managers can only view candidates in their own location. Which PeopleAnswers setting should be configured?

Accepted Answer

Role-Based Access Controls with location filters

Answer

Role-based access controls with location filters limit each manager's view to candidates tied to their assigned location.

PeopleAnswers Practice Test

PeopleAnswers Practice Test

PeopleAnswers Administration and Best Practices 2