Question 1

Behavioral interviews yield a higher mean validity than do situational interviews.

Accepted Answer

Situational interviews generally have a higher mean validity than behavioral interviews because they focus on how a candidate would handle future situations, which can be more predictive of future job performance.

Question 2

Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.

Accepted Answer

This statement is incorrect. Studies have shown that candidates who engage in impression management tactics tend to receive higher ratings by interviewers on measures such as social skills and likeability. However, this may not necessarily translate to higher ratings on candidate-job fit or job performance.

Question 3

Under the EEOC guidelines, an interviewer must limit his or her questions to whether an applicant has any physical or mental impairment that may interfere with his or her ability to perform the job 's essential tasks.

Accepted Answer

The answer of Under the EEOC guidelines, an interviewer must...

Question 4

Three dimensions of interview structure (having objective, job-related questions; standardizing interview administration; and having multiple interviewers)were related to verdicts in favor of employers in a study of federal district court cases of alleged employment interview discrimination.

Accepted Answer

The study found that structured interviews, which include objective, job-related questions, standardized administration, and multiple interviewers, were associated with favorable outcomes for employers in court cases involving alleged interview discrimination.

Question 5

Because EEOC tests are not really seeking employment, they do not have legal standing in court to charge unlawful discriminatory hiring practices.

Accepted Answer

The EEOC (Equal Employment Opportunity Commission) is a federal agency that enforces laws against workplace discrimination. It has the legal authority to investigate and charge employers with discriminatory practices, regardless of whether the EEOC itself is seeking employment.

Question 6

In the job analysis portion of developing structured situational interviews, each job duty should be evaluated based on its importance to job success and the time required to perform it compared to other tasks.

Accepted Answer

The answer of In the job analysis portion of developing...

Question 7

The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.

Accepted Answer

The EEOC does use testers to uncover unlawful discriminatory hiring practices.

Question 8

Structured situational interviews contain situational questions, job knowledge questions, and willingness questions.

Accepted Answer

Structured situational interviews are designed to assess a candidate's ability to handle specific job-related situations and typically include situational questions, job knowledge questions, and willingness questions to evaluate different aspects of a candidate's suitability for the role.

Question 9

First impressions created from candidate application forms and personal appearance can affect interviewer ratings of candidates.

Accepted Answer

First impressions can influence an interviewer's perception, potentially affecting their evaluation of a candidate's qualifications and suitability for a position.

Question 10

Some firms use the Web to assist in the employee interview process through the use of automated video-based interview systems.

Accepted Answer

Some firms use automated video-based interview systems to streamline the interview process, allowing candidates to record responses to pre-set questions, which can then be reviewed by hiring managers at their convenience.

Question 11

Typically, the employees who write the structured situational interview questions and benchmark answers are different from the employees who conduct the interview.

Accepted Answer

The answer of Typically, the employees who write the structured...

Question 12

A structured behavioral interview contains a series of hypothetical job-oriented questions with predetermined answers that interviewers ask of all applicants for the job.

Accepted Answer

A structured behavioral interview contains a series of hypothetical job-oriented questions aimed at assessing a candidate's past behavior in different situations. The questions are designed to elicit specific examples of how the candidate has handled various work-related challenges in the past, rather than predetermined answers.

Question 13

Companies generally conduct structured situational interviews using a panel, rather than sequentially.

Accepted Answer

Companies generally use a panel to conduct structured situational interviews to ensure consistency and accuracy in evaluating candidates. This panel typically consists of two or more interviewers who have been trained to ask the same set of standardized questions and assess candidates using a predetermined rating scale. Sequential interviews, where each interviewer meets with the candidate individually, can lead to inconsistencies in evaluation and make it harder to compare candidates.

Question 14

Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.

Accepted Answer

This is known as the " negativity bias" effect, where humans tend to give more weight to negative information than positive information. In the case of interviews, this may lead interviewers to focus on a candidate's weaknesses or mistakes rather than their strengths and accomplishments.

Question 15

When rejecting a job candidate, it is best to refrain from providing an explanation detailing the reason for the rejection because candidates feel that the process is fairer when they don't know the reason for the rejection.

Accepted Answer

Candidates generally appreciate feedback as it helps them understand the decision and improve for future opportunities, making the process feel fairer.

Question 16

Structured interviews have validities about twice those of unstructured interviews.

Accepted Answer

Structured interviews are more reliable and valid because they use standardized questions and evaluation criteria, reducing interviewer bias and increasing consistency across interviews.

Question 17

Willingness questions assess an applicant's ability to meet the job requirements.

Accepted Answer

Willingness questions gauge the applicant's willingness and motivation to meet the job's requirements-to do repetitive physical work or to travel, for instance.

Question 18

Employers may not explain why candidates are rejected, despite the positive reasons for doing so, because of the possible threat of legal dispute.

Accepted Answer

Employers may avoid providing reasons for rejection to prevent potential legal disputes or claims of discrimination from candidates.

Question 19

Understanding potential interview problems is important for avoiding them.

Accepted Answer

Understanding potential interview problems allows individuals to prepare and strategize on how to address or avoid these issues, leading to a more successful interview outcome.

Question 20

When interviewing disabled people, interviewers tend to avoid directly addressing the disability which limits their ability to get relevant information about the candidates' ability to do the job.

Accepted Answer

Interviewers may avoid discussing disabilities due to discomfort or fear of discrimination, which can hinder obtaining necessary information about a candidate's job capabilities.

Chaper 7 Interviewing Candidates