CODESP Applicant Screening and Evaluation 2 — Questions and Answers
Question 1: Under the Uniform Guidelines on Employee Selection Procedures, which statistical measure is primarily used to determine if adverse impact exists against a protected group?
- Chi-square test
- Four-fifths (80%) rule (Correct answer)
- Standard deviation analysis
- T-test comparison
Correct answer: Four-fifths (80%) rule
The four-fifths (80%) rule states that adverse impact is indicated when the selection rate for a protected group is less than 80% of the rate for the highest-scoring group.
Question 2: Which type of validity evidence is gathered by correlating applicant test scores with their subsequent job performance ratings?
- Content validity
- Construct validity
- Criterion-related validity (Correct answer)
- Face validity
Correct answer: Criterion-related validity
Criterion-related validity is established by demonstrating a statistical relationship between predictor scores (test) and a criterion measure (job performance).
Question 3: A city wants to use a physical agility test for firefighter applicants. Which validation strategy is MOST appropriate if the city has fewer than 100 incumbents in the position?
- Concurrent validity study using current employees
- Synthetic validity or validity generalization
- Predictive validity study using new hires
- Content validity based on job analysis (Correct answer)
Correct answer: Content validity based on job analysis
Content validity based on job analysis is appropriate for small samples because it does not require large numbers of criterion scores and directly links test content to job tasks.
Question 4: In structured interviews, all candidates are asked the same predetermined questions primarily to ensure:
- Interviews are shorter and more efficient
- Comparability of responses and reduced interviewer bias (Correct answer)
- Candidates feel more at ease during the process
- Legal compliance with ADA requirements
Correct answer: Comparability of responses and reduced interviewer bias
Standardized questions allow interviewers to compare candidates on the same dimensions and reduce variability caused by different question sets or interviewer bias.
Question 5: An agency screens 400 male and 200 female applicants and passes 320 males and 120 females. What is the adverse impact ratio?
- 0.60
- 0.75 (Correct answer)
- 0.80
- 0.85
Correct answer: 0.75
Female pass rate = 120/200 = 60%; male pass rate = 320/400 = 80%; adverse impact ratio = 60%/80% = 0.75, which is below the 4/5ths (0.80) threshold.
Question 6: Which applicant screening method involves asking candidates to describe past situations in which they demonstrated specific job-relevant competencies?
- Situational interview
- Behavioral event interview (Correct answer)
- Panel interview
- Stress interview
Correct answer: Behavioral event interview
Behavioral event interviews ask candidates to recall and describe specific past experiences that illustrate their competencies, based on the premise that past behavior predicts future behavior.
Question 7: A compensatory selection model differs from a multiple-hurdle model in that the compensatory model:
- Requires candidates to pass each step before advancing
- Allows high scores on one dimension to offset low scores on another (Correct answer)
- Is only used for entry-level positions
- Eliminates candidates based on minimum qualifications first
Correct answer: Allows high scores on one dimension to offset low scores on another
In a compensatory model, scores on all predictors are combined so that strength in one area can compensate for weakness in another, unlike multiple-hurdle models that require passing each stage.
CODESP Applicant Screening and Evaluation 2
Under the Uniform Guidelines on Employee Selection Procedures, which statistical measure is primarily used to determine if adverse impact exists against a protected group?