PeopleAnswers Administration and Best Practices 3 — Questions and Answers
Question 1: Which scenario represents an adverse impact concern an administrator should monitor when using PeopleAnswers?
- One department uses paper applications while another uses digital ones
- Selection rates for a protected group fall below 80% of the highest-selected group's rate (Correct answer)
- Candidates from two states have different average interview scores
- Hiring managers disagree on what score threshold to use
Correct answer: Selection rates for a protected group fall below 80% of the highest-selected group's rate
The 4/5ths (80%) rule is the EEOC's primary standard for detecting adverse impact in selection procedures.
Question 2: What is the purpose of the 'Norm Group' setting in PeopleAnswers assessment configuration?
- It sets the maximum number of candidates per requisition
- It defines the comparison population used to interpret a candidate's raw scores (Correct answer)
- It determines the expiration period for assessment links
- It specifies which recruiters can approve offers
Correct answer: It defines the comparison population used to interpret a candidate's raw scores
The norm group is the reference population whose data contextualizes a candidate's scores, making percentile interpretations meaningful.
Question 3: A new HR administrator cannot locate a completed assessment in PeopleAnswers. Which is the most efficient first troubleshooting step?
- Contact PeopleAnswers support immediately
- Check whether the search filter includes the correct requisition and date range (Correct answer)
- Re-send the assessment to the candidate
- Archive and restore the account
Correct answer: Check whether the search filter includes the correct requisition and date range
Incorrect or narrow search filters are the most common reason completed assessments appear missing in the portal.
Question 4: Which data privacy best practice should be followed when exporting candidate assessment reports from PeopleAnswers?
- Email reports to all stakeholders using a shared inbox
- Store exported reports on encrypted, access-controlled systems and limit distribution to decision-makers (Correct answer)
- Print all reports and file them in an unlocked cabinet for easy access
- Retain reports indefinitely for benchmarking purposes
Correct answer: Store exported reports on encrypted, access-controlled systems and limit distribution to decision-makers
Candidate assessment data is sensitive PII and should be encrypted, access-controlled, and distributed only to those involved in the hiring decision.
Question 5: When should an organization consider running a concurrent validity study for its PeopleAnswers benchmarks?
- Every week to keep data fresh
- When at least 30–50 incumbents with performance ratings are available (Correct answer)
- Only when an EEOC complaint is filed
- Before hiring the first employee in a new role
Correct answer: When at least 30–50 incumbents with performance ratings are available
A concurrent validity study requires a sufficient sample of current employees with performance data; 30–50 is a commonly cited minimum for meaningful results.
Question 6: In PeopleAnswers, which action ensures that a requisition remains active but prevents new candidates from starting the assessment?
- Setting the requisition status to 'On Hold' (Correct answer)
- Deleting all pending candidate invitations
- Changing the benchmark weights to zero
- Archiving the position profile
Correct answer: Setting the requisition status to 'On Hold'
Placing a requisition 'On Hold' pauses new assessment activity while preserving existing candidate data and the requisition itself.
Question 7: Which approach best supports ADA compliance when administering PeopleAnswers assessments?
- Waiving the assessment requirement entirely for all candidates with disabilities
- Providing reasonable accommodations such as extended time upon request and documenting the process (Correct answer)
- Administering a different, shorter version of the assessment to candidates with disabilities
- Scoring disabled candidates on a separate scale
Correct answer: Providing reasonable accommodations such as extended time upon request and documenting the process
ADA requires individualized reasonable accommodations, such as extended time, while maintaining the same standardized assessment for all candidates.
PeopleAnswers Administration and Best Practices 3
Which scenario represents an adverse impact concern an administrator should monitor when using PeopleAnswers?