Applicant Screening and Evaluation Flashcards
7 cards from real CODESP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Applicant Screening and Evaluation flashcards as text
Under the Uniform Guidelines on Employee Selection Procedures, which statistical measure is primarily used to determine if adverse impact exists against a protected group?
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.
Which type of validity evidence is gathered by correlating applicant test scores with their subsequent job performance ratings?
Answer: Criterion-related validity
Criterion-related validity is established by demonstrating a statistical relationship between predictor scores (test) and a criterion measure (job performance).
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?
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.
In structured interviews, all candidates are asked the same predetermined questions primarily to ensure:
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.
An agency screens 400 male and 200 female applicants and passes 320 males and 120 females. What is the adverse impact ratio?
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.
Which applicant screening method involves asking candidates to describe past situations in which they demonstrated specific job-relevant competencies?
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.
A compensatory selection model differs from a multiple-hurdle model in that the compensatory model:
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.