PeopleAnswers Administration and Best Practices 5 — Questions and Answers
Question 1: A hiring manager asks to see only candidates who scored 'green' in PeopleAnswers. What important caveat should the administrator communicate?
- Green candidates automatically pass background checks
- Fit Score bands are guides, not guarantees; low scorers can still succeed and other factors matter (Correct answer)
- Only green candidates are legally eligible for hire
- The green band indicates the candidate completed the assessment on time
Correct answer: Fit Score bands are guides, not guarantees; low scorers can still succeed and other factors matter
Color-coded Fit Score bands are probabilistic indicators, not pass/fail determinations; excluding all non-green candidates without further review can over-restrict the pool.
Question 2: What is the correct order of steps when setting up a brand-new position in PeopleAnswers for the first time?
- Invite candidates → create benchmark → configure requisition → review results
- Create job benchmark → configure requisition → invite candidates → review results (Correct answer)
- Invite candidates → review results → create benchmark → configure requisition
- Configure requisition → invite candidates → create benchmark → review results
Correct answer: Create job benchmark → configure requisition → invite candidates → review results
A valid benchmark must exist before a requisition is configured and candidates are invited, so results can be scored against the correct profile.
Question 3: Which PeopleAnswers best practice helps minimize 'response distortion' (faking) by candidates?
- Telling candidates the correct answers exist and will be verified
- Using forced-choice or ipsative item formats that make strategic faking more difficult (Correct answer)
- Allowing candidates to retake the assessment until they are satisfied
- Removing all time limits so candidates can think carefully
Correct answer: Using forced-choice or ipsative item formats that make strategic faking more difficult
Forced-choice formats require candidates to choose between equally desirable options, making it harder to consistently present an inflated self-image.
Question 4: An administrator is auditing user accounts in PeopleAnswers and finds several accounts belonging to former employees. What is the immediate best practice?
- Change those accounts' passwords and leave them active
- Deactivate or delete the accounts to prevent unauthorized access to candidate data (Correct answer)
- Reassign the accounts to current employees to reuse licenses
- Archive the accounts and review them annually
Correct answer: Deactivate or delete the accounts to prevent unauthorized access to candidate data
Accounts belonging to separated employees should be deactivated immediately to protect candidate data and maintain access control integrity.
Question 5: When communicating PeopleAnswers results to a hiring manager who is unfamiliar with behavioral assessments, which approach is most effective?
- Share only the numeric Fit Score without context
- Provide a summary that explains what the score means behaviorally and how it relates to job success factors (Correct answer)
- Let the hiring manager interpret the raw report independently
- Withhold the report and provide only a pass/fail recommendation
Correct answer: Provide a summary that explains what the score means behaviorally and how it relates to job success factors
Contextualizing scores with behavioral language and job relevance helps managers use assessment data appropriately rather than over- or under-weighting it.
Question 6: Which PeopleAnswers configuration option should be enabled to receive automated alerts when a high-priority candidate completes their assessment?
- Benchmark Recalibration Scheduler
- Candidate Completion Notifications (Correct answer)
- HRIS Field Mapping
- Adverse Impact Monitor
Correct answer: Candidate Completion Notifications
Candidate Completion Notifications alert designated stakeholders in real time when a candidate finishes the assessment, enabling faster follow-up.
Question 7: A company operates in multiple states with varying ban-the-box laws. How should PeopleAnswers administration be adjusted to remain compliant?
- Apply the strictest state's rules uniformly across all locations
- Coordinate with legal counsel to configure assessment timing and data visibility per jurisdictional requirements (Correct answer)
- Disable assessments in all states with ban-the-box laws
- Run assessments only after a conditional offer is made nationwide
Correct answer: Coordinate with legal counsel to configure assessment timing and data visibility per jurisdictional requirements
Ban-the-box laws vary by state and city; legal counsel should guide configuration decisions such as when in the process assessments are administered and what data is visible.
PeopleAnswers Administration and Best Practices 5
A hiring manager asks to see only candidates who scored 'green' in PeopleAnswers.
What important caveat should the administrator communicate?