Question 1

Formal or informal questioning of job applicants to learn their qualifications and to gain an impression of their personalities is called

Accepted Answer

The term "personal interview" specifically refers to the process of questioning job applicants to learn about their qualifications and personalities. A is incorrect because "impression analysis" is not a commonly used term in the context of job interviews. C is incorrect because job analysis refers to the process of studying a particular job to determine its duties and requirements, not to the process of interviewing job candidates. D is incorrect because "personnel interest evaluation" is not a commonly used term in the context of job interviews.

Question 2

Which of the following has been shown to be the most effective in making a good impression during a job interview?

Accepted Answer

Showing knowledge about the company demonstrates that the candidate has prepared for the interview and is genuinely interested in working for the company. This can make a good impression on the interviewer and increase the candidate's chances of being hired. Wearing cologne or flattering the interviewer may not make a significant difference, while confidently self-promoting oneself throughout the interview can come across as arrogant or pushy.

Question 3

When interviewees seek to portray a positive image to interviewers, they are engaging in

Accepted Answer

Impression management refers to the efforts of an interviewee to create a positive impression of themselves in front of the interviewer/s. This can be done through several techniques such as dressing appropriately, maintaining eye contact, providing relevant answers, etc. The halo effect refers to a tendency to judge a person based on a single characteristic or trait, which may not be relevant to the job role. The biodata effect refers to the use of biographical data such as education, previous work experience, etc. to make hiring decisions. Critical incidents management refers to a performance management technique that involves documenting and evaluating specific behaviors of employees.

Question 4

Jessica and Tanya are both applying for the same job.Although Tanya has more experience in the area of the job in which she is applying, Jessica gets a higher rating from the interviewers because of her more extroverted personality and her more striking physical appearance.This tendency for the interviewers to have a favorable impression of Jessica and less favorable impression of Tanya is referred to as

Accepted Answer

The halo effect is a cognitive bias in which an overall positive impression of a person influences the evaluation of specific traits or abilities of that person. In this scenario, Jessica's more extroverted personality and striking physical appearance are positively influencing the interviewers' overall impression of her, leading them to give her a higher rating despite her having less experience than Tanya. This is an example of the halo effect.

Question 5

As part of her job in the human resources department of the company, Janine formally and informally questions job applicants to learn their qualifications and to gain an impression of their personalities.Janine is conducting a(n)

Accepted Answer

Janine is conducting a personal interview to learn about the job applicants' qualifications and personalities. The other choices do not accurately describe the situation. An impression analysis would be more focused on an existing employee's performance or potential for promotion, while a job analysis would involve breaking down a specific job into tasks and requirements. There is no such thing as a personnel interest evaluation.

Question 6

"Looking at past behavior is a good way to predict future behavior" is the main assumption behind which method of personnel selection?

Accepted Answer

The assumption that past behavior is a good predictor of future behavior is the basis of biodata as a method of personnel selection. Biodata involves collecting information about a candidate's past experiences, accomplishments, and personal characteristics to predict their future job performance. The other methods listed do not rely on this assumption as heavily.

Question 7

In making a good impression during a job interview, which of the following statements is FALSE?

Accepted Answer

Excessively self-promoting oneself can actually come across as arrogant and alienate the interviewer. It's important to express confidence but also be humble and show appreciation for the opportunity.

Question 8

Recent studies suggest that personal interviews can be improved by

Accepted Answer

The answer of Recent studies suggest that personal interviews can...

Question 9

The tendency of interviewers to extend favorable or unfavorable impressions to unrelated aspects of an individual's personality is called

Accepted Answer

The tendency of interviewers to extend favorable or unfavorable impressions to unrelated aspects of an individual's personality is called the halo effect. This means that if an interviewer perceives a candidate as having one positive quality, they may assume that the candidate also has other positive qualities, even if they are unrelated to the original impression. The halo effect can also work in the opposite direction, where an unfavorable impression of one aspect of a candidate's personality can lead the interviewer to assume negative qualities in other areas.

Question 10

Some of the most useful items of biodata include

Accepted Answer

All the options listed (conflict with siblings, parents' socioeconomic status, and social popularity) are considered useful items of biodata as they provide insights into an individual's background, social environment, and interpersonal skills.

Question 11

Recent studies suggest that personal interviews can be improved by

Accepted Answer

Giving interviews more structure has been found to improve their effectiveness. While collecting critical incidents within the biodata and utilizing the halo effect can also be helpful, they are not mentioned as the best choice in recent studies.

Question 12

In preparing for and being interviewed for a job, which of the following is NOT a good suggestion?

Accepted Answer

Asking about salary and benefits at the beginning of the interview may come across as too focused on personal gain instead of the job and the company. It is better to wait until later in the interview or until an offer is made to negotiate these details. A, B, and C are all good suggestions for preparing and succeeding in a job interview.

Question 13

The owner of a small business, who has few resources to draw upon, would probably rely on which technique to select employees?

Accepted Answer

The owner of a small business, who has few resources, is likely to use interviewing as the primary technique to select employees. Interviews do not require any specialized equipment, materials or trained personnel, making it a cost-effective option for small businesses. Additionally, interviews provide an opportunity for the employer to evaluate the candidate's personality, communication skills, and fit with the organization. The other options such as assessment center approach, critical incidents technique, and in-basket tests are more resource-intensive and expensive methods of employee selection.

Question 14

To evaluate job candidates, an employer collects information regarding these candidates' past athletic interests, academic achievements, extracurricular activities, and social popularity.This employer is collecting detailed

Accepted Answer

The employer is collecting biodata, which refers to the collection of information about a candidate's past experiences, interests, and personal characteristics, in order to evaluate their potential job performance. This is often used as a selection tool to predict future job performance based on a candidate's past experiences and attributes. Options A, C, and D are not as applicable in this scenario as they refer to other selection methods, such as vocational interest inventories, situational judgment tests, and critical incident interviews.

Question 15

Michael is preparing for an important job interview.For several days prior to the interview, he prepared additional copies of his résumé, checked over his portfolio, did additional research about the company he was applying to, selected what he would be wearing the day of the interview, practiced being interviewed by his roommate and in front of a mirror, and left for the interview early.Michael is demonstrating

Accepted Answer

Michael is engaging in impression management, which refers to the deliberate effort to control or shape the way others perceive us. He is taking specific steps to present himself in the most favorable light possible during the job interview. The other options are not appropriate here - the halo effect refers to the tendency to make generalizations about individuals based on one or a few positive characteristics, critical incidents effect refers to the tendency to focus on particularly memorable events, and biodata analysis refers to the use of data from an individual’s life or work experiences to make predictions about future performance.

Question 16

Regarding procedures used to evaluate job candidates, which of the following statements is FALSE?

Accepted Answer

This statement is false. There are civil liberty and privacy concerns that pertain to the collection of sensitive biodata, and employers must be careful not to discriminate on the basis of characteristics that aren't relevant to the job.

Question 17

The biodata of an employee would NOT include which of the following?

Accepted Answer

The biodata of an employee typically includes personal information such as educational background (including college GPA), skills, hobbies and interests, but it would not include a critical incident profile, which is a record of an employee's involvement in any workplace incidents or accidents. The other options - religious activities and athletic interests - could potentially be included in a biodata, depending on the context and the relevance to the job.

Question 18

The halo effect is a major problem in which approach for selecting job candidates?

Accepted Answer

The halo effect occurs when an interviewer's overall impression of a candidate biases their evaluation of specific traits or abilities. This can be particularly problematic in personal interviews, where the interviewer may be swayed by initial impressions or superficial characteristics, such as appearance or confidence. Therefore, personal interviews may not be the best approach for selecting job candidates.

Question 19

Recent studies suggest that personal interviews

Accepted Answer

The answer of Recent studies suggest that personal interviews
...

Question 20

One of the most popular ways to select people for jobs or promotions is to directly question them about their qualifications, a method called

Accepted Answer

The method described in the question (“directly question them about their qualifications”) is a clear reference to the personal interview, which is an incredibly common method of evaluation in the hiring process. Options A, C, and D are not commonly used terms in standard hiring processes.

Quiz 18: Applied Psychology.

Formal or informal questioning of job applicants to learn their qualifications and to gain an impression of their personalities is called

Which of the following has been shown to be the most effective in making a good impression during a job interview?

When interviewees seek to portray a positive image to interviewers, they are engaging in

As part of her job in the human resources department of the company, Janine formally and informally questions job applicants to learn their qualifications and to gain an impression of their personalities.Janine is conducting a(n)

"Looking at past behavior is a good way to predict future behavior" is the main assumption behind which method of personnel selection?

In making a good impression during a job interview, which of the following statements is FALSE?

Recent studies suggest that personal interviews can be improved by

The tendency of interviewers to extend favorable or unfavorable impressions to unrelated aspects of an individual's personality is called

Some of the most useful items of biodata include

Recent studies suggest that personal interviews can be improved by

In preparing for and being interviewed for a job, which of the following is NOT a good suggestion?

The owner of a small business, who has few resources to draw upon, would probably rely on which technique to select employees?

To evaluate job candidates, an employer collects information regarding these candidates' past athletic interests, academic achievements, extracurricular activities, and social popularity.This employer is collecting detailed

Regarding procedures used to evaluate job candidates, which of the following statements is FALSE?

The biodata of an employee would NOT include which of the following?

The halo effect is a major problem in which approach for selecting job candidates?

Recent studies suggest that personal interviews

One of the most popular ways to select people for jobs or promotions is to directly question them about their qualifications, a method called