USA Interviewing and Selection Techniques 5 — Questions and Answers
Question 1: A candidate is asked to complete an online video interview where AI software analyzes facial expressions and word choice. The PRIMARY legal concern with this approach is:
- Violation of the Computer Fraud and Abuse Act
- Potential adverse impact on protected groups and lack of validated job-relatedness (Correct answer)
- Non-compliance with I-9 employment verification requirements
- Violation of the National Labor Relations Act
Correct answer: Potential adverse impact on protected groups and lack of validated job-relatedness
AI-analyzed video interviews raise EEO concerns because the algorithms may produce adverse impact against protected classes without demonstrated criterion-related validity.
Question 2: A company's selection process includes a cognitive test, a structured interview, and a work sample. Combining these into a single score is called:
- Successive hurdles approach
- Multiple regression / compensatory model (Correct answer)
- Conjunctive screening
- Banding
Correct answer: Multiple regression / compensatory model
A compensatory model (multiple regression) combines scores from different predictors, allowing a high score on one component to offset a lower score on another.
Question 3: The 'successive hurdles' selection model differs from a compensatory model in that candidates:
- Must pass each stage sequentially before advancing (Correct answer)
- Receive a weighted composite score at the end
- Are evaluated by a panel on all criteria simultaneously
- Are ranked solely on their highest single test score
Correct answer: Must pass each stage sequentially before advancing
In the successive hurdles model, candidates must clear each screening stage before moving to the next; failing any one stage ends their candidacy.
Question 4: Which of the following BEST describes 'structured interview training' for interviewers?
- Teaching interviewers how to make candidates feel comfortable
- Training on legal compliance only, such as avoiding protected-class questions
- Teaching interviewers to use standardized questions, rating anchors, and avoid common biases (Correct answer)
- Instructing interviewers to follow up on any topic that interests them
Correct answer: Teaching interviewers to use standardized questions, rating anchors, and avoid common biases
Structured interview training covers standardized question use, BARS scoring, and bias mitigation to maximize reliability and validity.
Question 5: An employer uses score 'banding' to select among candidates who all passed a written test. Banding allows the employer to:
- Select only the top scorer from each demographic group
- Treat scores within a statistically similar range as equivalent for further selection decisions (Correct answer)
- Adjust raw scores to account for test-taking anxiety
- Extend the validity period of an expired selection assessment
Correct answer: Treat scores within a statistically similar range as equivalent for further selection decisions
Score banding recognizes measurement error by treating scores within a confidence interval as statistically equivalent, giving selection flexibility within the band.
Question 6: Which of the following questions is a legally SAFE way to assess if a candidate can meet scheduling requirements?
- 'Do you have children who need after-school care?'
- 'What is your religious affiliation?'
- 'Are you available to work weekends and holidays as required by this role?' (Correct answer)
- 'Do you observe any religious holidays that would affect your schedule?'
Correct answer: 'Are you available to work weekends and holidays as required by this role?'
Asking directly about availability for specific job requirements is lawful, whereas questions about religion or family status are legally risky.
Question 7: A hiring manager wants to increase diversity while maintaining selection quality. Research MOST supports which strategy?
- Lowering the passing score for underrepresented groups only
- Broadening the applicant pool through targeted outreach while keeping the same validated selection process (Correct answer)
- Removing cognitive ability tests to eliminate adverse impact entirely
- Using personality tests as the sole selection criterion
Correct answer: Broadening the applicant pool through targeted outreach while keeping the same validated selection process
Expanding and diversifying the applicant pool through targeted outreach increases diversity without compromising the validity of the selection process.
USA Interviewing and Selection Techniques 5
A candidate is asked to complete an online video interview where AI software analyzes facial expressions and word choice.
The PRIMARY legal concern with this approach is: