Question 1

Serial interviews are also known as sequential interviews.

Accepted Answer

Serial interviews and sequential interviews are actually two common terms used interchangeably to refer to the same type of interview format. This type of interview involves a candidate meeting with multiple interviewers, one after the other, rather than all at once in a single panel interview.

Question 2

Interviews are best suited to the assessment of noncognitive attributes such as interpersonal relations or social skills, initiative, conscientiousness, dependability, perseverance, teamwork, and leadership.

Accepted Answer

Interviews allow for direct interaction between the interviewer and candidate, which can provide valuable insights into noncognitive attributes such as social skills and leadership potential.

Question 3

Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.

Accepted Answer

Employment interviews should be based on a job analysis to ensure that the questions asked and the skills assessed are directly relevant to the job that the candidate is being considered for. This helps to identify the most qualified candidate for the job.

Question 4

As job requirements change in response to the ever-changing workplace, organizations are beginning to shift the focus of selection from specific job skills to organizational fit, transferable skills, and personality attributes.

Accepted Answer

This statement is true. Many companies are recognizing the importance of hiring employees who fit well with their organizational culture, possess transferable skills that can be applied to various roles, and exhibit desirable personality attributes. This allows for greater flexibility in adapting to changing job requirements and ensures a better overall fit for the organization.

Question 5

One concern with the behaviour description interview is that applicants could make up stories about events that never happened.

Accepted Answer

Applicants could intentionally manipulate their answers and provide false information during a behaviour description interview, making it difficult for the interviewer to distinguish between fact and fiction.

Question 6

Interviews have been used in the termination of employees during a downsizing or "rightsizing" process.

Accepted Answer

Interviews have been commonly used as part of the process for selecting which employees will be terminated during a downsizing or "rightsizing" process. This often involves HR or management conducting one-on-one interviews with employees to assess their performance, abilities, and fit within the company, in order to make informed decisions about who to let go.

Question 7

An ideal answer to a situational interview question must be exactly as it is written in the scoring guide.

Accepted Answer

While using the scoring guide as a reference is helpful for understanding what the interviewer is looking for in an answer, an ideal answer does not need to be exactly word-for-word as written in the guide. The important thing is to address the key points of the question and showcase your relevant skills and experiences. It is also important to be authentic and genuine in your responses.

Question 8

Before the interview begins, the interviewer already has an impression of the applicant and the degree to which the applicant appears suitable or unsuitable for the position.

Accepted Answer

It is likely that the interviewer reviews the applicant's resume and application before the interview takes place, which can influence their initial impression of the applicant's suitability for the position.

Question 9

The experienced-based interview involves asking the interviewees to describe in detail how they perform a job-related task while visualizing themselves performing the task.

Accepted Answer

An experience-based interview typically involves asking candidates to describe past experiences and how they handled specific work-related situations, rather than visualizing themselves performing a task.

Question 10

Structuring factors include standardization, job relatedness of interview questions, and standardized scoring systems.

Accepted Answer

Structuring factors refer to the use of standardized methods in interviewing, including the use of pre-determined job-related questions and scoring systems.

Question 11

Multiple mini-interviews were pioneered by researchers at the University of Toronto in 2002 in order to select applicants to its medical school.

Accepted Answer

Multiple mini-interviews (MMIs) were pioneered by McMaster University in Hamilton, Ontario, Canada, not the University of Toronto.

Question 12

Research on employment interviews indicates that structuring an interview appears to increase interview reliability and validity.

Accepted Answer

Research has shown that structuring an interview by using standardized questions, rating scales, and evaluating specific job-related competencies can increase the reliability and validity of the interview process.

Question 13

Which approach to interviewing was popularized by Microsoft in the 1990s

Accepted Answer

Puzzle interviews were popularized by Microsoft in the 1990s as a way to assess a candidate's problem-solving skills by presenting them with challenging, often logic-based, puzzles.

Question 14

Factors such as the applicant's physical appearance and nonverbal behaviours during the interview can affect the interviewer's evaluation of the applicant.

Accepted Answer

Research has shown that appearance and nonverbal behaviours such as eye contact, posture, and hand gestures can influence an interviewer's perception of an applicant, even before they start talking.

Question 15

In a 2007 study by researchers Simola, Taggar, and Smith, more than 48.2 percent of Canadian HR practitioners reported using behaviour description interview questions.

Accepted Answer

The answer of In a 2007 study by researchers Simola,...

Question 16

Employment interviews are the most popular selection procedure among employers and employees.

Accepted Answer

Employment interviews are widely used by employers to select candidates for job positions and are also considered popular by job seekers as they allow them to showcase their skills and qualifications to potential employers.

Question 17

The situational interview is a highly structured interview in which hypothetical situations are described and applicants are asked what they would do.

Accepted Answer

The statement is true.

Question 18

A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge.

Accepted Answer

A probe is a follow-up question used by an interviewer to gain more detailed information or clarification, not the initial question.

Question 19

An interview conducted by two or more interviewers together at one time is referred to as a panel interview.

Accepted Answer

A panel interview involves two or more interviewers conducting the interview together at one time.

Question 20

Interviews are most frequently used as preliminary screening devices, as opposed to assisting in making final decisions at the end of a selection process.

Accepted Answer

Interviews are often used in the later stages of the selection process to assist in making final hiring decisions, rather than just as preliminary screening tools. They provide a way for employers to assess a candidate's interpersonal and job-related skills in more depth.

Quiz 9: Selection 3: Interviewing