Question 1

A structured interview is considered more legally defensible than an unstructured interview primarily because:

Accepted Answer

Structured interviews use a predetermined, standardized set of job-related questions asked in the same order of every candidate. This reduces unconscious bias and improves predictive validity. Courts favor structured interviews because they demonstrate that selection was based on job-relevant criteria, not protected class characteristics.

Question 2

What is the '4/5ths rule' (80% rule) used for in employment selection?

Accepted Answer

The EEOC Uniform Guidelines use the 4/5ths (80%) rule to screen for adverse impact in selection procedures. If the selection rate for a protected group is less than 4/5 (80%) of the highest-selected group's rate, adverse impact is indicated. For example, if 50% of white applicants are hired, a hiring rate below 40% for any protected group may indicate adverse impact.

Question 3

Which of the following is a passive recruiting method?

Accepted Answer

Passive recruiting involves posting positions and waiting for applicants to come to you (e.g., career page postings, job boards). Active recruiting involves proactively seeking out candidates (career fairs, headhunting, direct sourcing on LinkedIn, employee referral outreach). Both are valid strategies; active recruiting is generally more effective for niche or senior roles.

Question 4

An employer's new hire onboarding program is MOST effective when it:

Accepted Answer

Research consistently shows that structured, extended onboarding (30–90 days) that addresses cultural fit, social connection, role clarity, and performance expectations significantly improves new hire retention and time-to-productivity. Compliance paperwork (I-9, W-4) is a necessary but insufficient component of effective onboarding.

Question 5

Succession planning in HR refers to:

Accepted Answer

Succession planning is the process of identifying critical roles and developing internal talent pipelines to ensure organizational continuity when key positions become vacant through retirement, resignation, or promotion.

Question 6

A structured interview differs from an unstructured interview because:

Accepted Answer

Structured interviews use standardized, job-relevant questions for all candidates. This reduces interviewer bias, improves predictive validity, and provides a defensible, legally compliant selection process compared to unstructured interviews.

Question 7

An adverse impact determination under the EEOC's 4/5ths (80%) rule means:

Accepted Answer

The 4/5ths rule: if the selection rate for a protected group is less than 80% of the highest group's selection rate, adverse impact is indicated and the selection method may require review or validation.

Question 8

Job analysis is the foundation of legal defensibility in selection because:

Accepted Answer

Job analysis documents the essential functions, knowledge, skills, and abilities (KSAs) required for successful job performance. Selection criteria derived from job analysis are more legally defensible because they are linked to actual job requirements rather than arbitrary standards.

Question 9

A company uses a nine-box grid to assess employees on performance and potential. Employees in the top-right box (high performance, high potential) are typically called what?

Accepted Answer

The nine-box grid places employees by performance (x-axis) and potential (y-axis). The top-right cell identifies 'stars' — high-performing individuals with high future potential — who are typically prioritized for development and succession planning.

Question 10

Which recruiting metric measures the percentage of applicants who move from one stage of the hiring process to the next?

Accepted Answer

Yield ratios track the proportion of candidates who advance from one step to the next (e.g., applicants to phone screens, screens to interviews). They help identify funnel bottlenecks and source effectiveness.

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