Question 1

What's wrong with the following employment interview question? &#34;You're an American Citizen aren't you?&#34;&#10;A) It's illegal&#10;B) It's loaded&#10;C) It's leading&#10;D) It's irrelevant

Accepted Answer

C

Question 2

Using interviewing in the hiring process is:&#10;A) The most popular way employers pick their final candidate&#10;B) The most reliable way employers pick their final candidate&#10;C) The most valid way employers pick their final candidate&#10;D) Not being used much anymore

Accepted Answer

Interviewing remains the most popular method for employers to select their final candidates, despite the existence of other methods and the ongoing evolution of hiring practices.

Question 3

The two major purposes of a job interview are to determine:&#10;A) The most capable and willing candidate&#10;B) The candidate who fits in and is willing&#10;C) The candidate who fits in and is most capable&#10;D) The candidate who is most capable and least expensive

Accepted Answer

B

Question 4

Employment recruiters generally use this type of employment interview:&#10;A) Follow-up&#10;B) Final&#10;C) Persuasive&#10;D) Screening

Accepted Answer

Employment recruiters generally use screening interviews to weed out unqualified candidates and determine which ones are worth pursuing further. This type of interview typically involves asking basic questions about the candidate's qualifications, experience, and availability.

Question 5

In preparing to hire someone the first thing the interviewer should do is:&#10;A) Assess the organizations needs&#10;B) Advertise the position&#10;C) Review their legal obligations&#10;D) Spread word of mouth

Accepted Answer

Assessing the organization's needs is the first step in the hiring process to ensure that the new hire will fulfill the specific requirements and objectives of the organization. This helps in creating a precise job description and identifying the skills and qualifications needed.

Question 6

A &#34;&#34;knock-out&#34;&#34; question:&#10;A) Is used in final negotiations&#10;B) Is used to in online applications&#10;C) Is used in preliminary/screening interviews&#10;D) None of these

Accepted Answer

Knock-out questions are used in preliminary or screening interviews to quickly eliminate candidates who do not meet certain minimum qualifications or requirements. They are often used to save time and resources in the hiring process. Therefore, option C is the best choice. Option A is incorrect because knock-out questions are not typically used in final negotiations. Option B is also incorrect because online applications typically do not include knock-out questions. Option D is obviously incorrect because we have provided an answer.

Question 7

Most employment questions should focus on:&#10;A) Behaviors and experience&#10;B) Feelings and relationships&#10;C) Attitudes and relationships&#10;D) Behaviors and relationships

Accepted Answer

Employment questions should focus on behaviors and experience because these are more objective and measurable than feelings or attitudes. Relationships can also be important to consider, but should be approached in a professional manner and not based solely on personal feelings.

Question 8

A question that requires the applicant to think on their feet and may seem bizarre is a/an:&#10;A) Illegal question&#10;B) Puzzle-based question&#10;C) Question that will create good will, especially with more experienced applicants&#10;D) Probe

Accepted Answer

This type of question is known as a puzzle-based question and is designed to assess the applicant's ability to think outside the box and problem-solve on the spot. While it may seem bizarre or unexpected, it is a valid way to evaluate a candidate's critical thinking skills. Illegal questions are those that ask about race, gender, age, religion, etc. Questions that create goodwill may be used to build a rapport with applicants, but do not necessarily assess their abilities or qualifications. A probe is a follow-up question used to gather more information about a specific topic.

Question 9

Regarding questions about protected information like race or religious affiliations, employers may not use them except:&#10;A) If they relate to a bona fide occupational qualification&#10;B) If they are asked as a hypothetical&#10;C) If you allow the person to decline to answer&#10;D) There are no exceptions

Accepted Answer

Employers may use protected information like race or religious affiliations only if it relates to a bona fide occupational qualification, meaning that it is necessary for the job and cannot be accomplished by someone of a different race or religion.

Deck 2: The Employment Interview