CODESP - Cooperative Organization for the Development of Employee Selection Procedures Making Final Selection Decisions Questions and Answers

Question 1

A public agency uses a weighted application blank, a written exam, and a structured interview to assess candidates.
To create a final ranked list, the agency multiplies the score on each component by its assigned weight and sums them to get a total score.
A candidate who performs exceptionally well in the interview can potentially overcome a slightly lower score on the written exam.
Which selection decision model is the agency using?

Accepted Answer

C. Compensatory

Answer

A. Multiple hurdle

Answer

B. Top-down ranking

Answer

D. Banding

Question 2

A city is hiring a groundskeeper for its Parks Department, a position that involves operating city vehicles. The selected candidate has a valid driver's license, but a post-offer background check, which the city failed to conduct, would have revealed a history of reckless driving convictions. If the employee causes a serious accident while on duty, the city could be vulnerable to a lawsuit based on what legal principle?

Accepted Answer

A. Negligent hiring

Answer

B. Adverse impact

Answer

C. Vicarious liability

Answer

D. Disparate treatment

Question 3

To enhance fairness and potentially increase diversity in its hiring outcomes, a personnel department decides to group candidates whose test scores are not statistically different from one another. The hiring manager may then select any candidate from the highest group, using secondary criteria such as bilingual skills or specific experience. This method of certifying candidates for final selection is known as:

Accepted Answer

B. Banding

Answer

A. Quota selection

Answer

C. Profile analysis

Answer

D. Compensatory weighting

Question 4

According to the Americans with Disabilities Act (ADA), when is it permissible for an employer to require a candidate to undergo a medical examination as part of the selection process?

Accepted Answer

B. Only after a conditional offer of employment has been made.

Answer

A. At any time, as long as the exam is job-related.

Answer

C. Before the final interview to screen out unqualified applicants.

Answer

D. Never; medical examinations are prohibited in pre-employment screening.

Question 5

Which of the following represents the most critical and legally defensible purpose of conducting pre-employment reference checks during the final selection stage?

Accepted Answer

D. To verify job-relevant information and identify potential safety or performance risks.

Answer

A. To determine if the candidate will be a good cultural fit for the team.

Answer

B. To ask previous employers if they would rehire the candidate.

Answer

C. To screen out candidates who have filed for workers' compensation in the past.

Question 6

In a merit-based civil service system, a personnel analyst administers a series of examinations and certifies a list of the top three scoring candidates to the department head for a vacant position. The department head must then select one of the three candidates. This practice is commonly known as the:

Accepted Answer

A. Rule of Three

Answer

B. Top-Down Mandate

Answer

C. Certification Band

Answer

D. Hurdle Requirement