Deck 7: The Recruiting Interview

Question 1

Interviewers tend to believe that the best predictor of future performance is

A)level of education and training.
B)past experience.
C)motivation.
D)past behavior.

Answer 1

D

Question 2

Discuss the pros and cons of some of the nontraditional interviewing approaches being used today.

Answer 2

Answer will vary.

Question 3

What information should an interviewer give during the closing of a recruiting interview?

Answer 3

Answer will vary.

Question 4

What is a BFOQ?

Question 5

Discuss four ways interviewers can avoid EEO (equal employment opportunity) violations in their questions.

Question 6

Recruiters should use a

A)nonscheduled or moderately scheduled interview.
B)moderately scheduled or highly scheduled interview.
C)highly scheduled or highly scheduled standardized interview.
D)moderately scheduled or highly scheduled standardized interview.

Question 7

How can a recruiter involve the applicant during the opening of a selection interview?

Question 8

Which question pitfall is unique to the selection interview?

A)open-to-closed switch
B)leading push
C)evaluative response
D)yes (no) response

Question 9

Compare and contrast a critical incidents approach and a hypothetical situations approach to questioning.

Question 10

The honesty of applicants is a serious concern of interviewers, and studies have suggested that

A)honesty can best be determined through information about the applicant and a probing interview.
B)a reading of an applicant's verbal and nonverbal reactions to questions is not an accurate way to assess honesty.
C)truthful applicants acknowledge the probability of employee theft but suggest leniency for first time offenders.
D)honesty tests can screen out a tremendous percentage of perfectly honest applicants.

Question 11

Why should a recruiting interview be at least moderately scheduled?

Question 12

A sure way to make sure you are asking a legal question is to apply the test of

A)fairness.
B)comparability.
C)job relatedness.
D)understanding.

Question 13

Outline some suggestions for information giving in the recruitment interview.

Question 14

You are a recruiter for a Fortune 500 company. Discuss ways you would develop an applicant profile.

Question 15

What limitations do "honesty tests" have in the selection of employees?

Question 16

Why is creating an applicant profile a critical step in the selection process?

Question 17

What does the Civil Rights Act of 1964 prohibit in recruiting interviews?

Question 18

What are two transition questions interviewers should ask prior to giving information?

Question 19

How can recruiters comply with the Americans with Disabilities Act of 1990?

Question 20

What are four typical, open-ended questions interviewers should answer when completing a post-interview evaluation?

Question 21

Which of the following is true of unstructured recruiting interviews?

A)Applicants tend to talk more.
B)Recruiters tend to make their decisions within the first four minutes.
C)Factual and biographical information is covered inconsistently.
D)Each interviewer follows a prescribed interview structure.

Question 22

When interviewers favor applications who are most similar to them, this is called

A)behavior based system.
B)birds of a feather syndrome.
C)researcher bias.
D)all of the above.

Question 23

Monster.com is an example of

A)a library database.
B)a job search website.
C)an online general knowledge site.
D)all of the above

Question 24

Which of the following is a personality test used in organizations today?

A)Gregoric Style Delineator
B)Wilson Analogy
C)Miller's Analogies
D)none of the above

Question 25

Employment related tests tend to screen out which of the following?

A)women more than men
B)white Americans more than black Americans
C)younger rather than older applicants
D)European Americans rather than Hispanics

Question 26

Which of the following nontraditional question strategies are becoming common in recruiting interviews?

A)contingency questions
B)critical incidents questions
C)don't ask, don't tell questions
D)modified directional questions

Question 27

BFOQs generally exclude all of the following except

A)physical appearance.
B)physical attributes.
C)disabilities.
D)citizenship.

Question 28

Which of the following results of a study on integrity interviews discussed truthful applicants?

A)reply without hesitation
B)reject the idea of leniency for dishonesty
C)acknowledge the probability of employee theft
D)all of the above

Question 29

Which of the following is a good source for job candidates?

A)ethnic organizations
B)electronic resources
C)college professors
D)all of the above

Question 30

Which of the following orders federal contractors to hire persons with disabilities, including alcoholism, asthma, rheumatoid arthritis, and epilepsy?

A)The Civil Rights Act of 1991
B)The Age Discrimination in Employment Act of 1967
C)The Rehabilitation Act of 1973
D)The Equal Pay Act of 1963

Question 31

The list of skills, knowledge, experience, and personal traits against which all potential hires are measured is known as

A)applicant profile.
B)interview guide.
C)job application.
D)none of the above

Question 32

Which of the following do today's applicants NOT prefer from interviewers?

A)reading questions
B)being stuck to a schedule
C)canned presentations
D)all of the above

Question 33

Bona fide Occupational Qualifications (BFOQs) include which of the following?

A)education
B)ethnic group
C)citizenship
D)age

Question 34

Hypothetical question scenarios in integrity tests use questions in which of the following areas?

A)interpersonal deception
B)security violation
C)sexual harassment
D)all of the above

Question 35

Research indicates that

A)the panel interview is less effective in predicting job performance.
B)interviewers prefer the panel interview to the traditional approach.
C)applicants prefer the panel interview to the traditional approach.
D)the panel interview is more effective in predicting job performance.

Question 36

A recent study of employers and applicants discovered that

A)27 percent thought it was acceptable to ask questions about family background.
B)30 percent thought it was acceptable to ask about the candidate's spouse.
C)45 percent thought it was acceptable to ask about the applicant's personal life.
D)all of the above

Question 37

Which one of the following questions is unlawful?

A)How would you react if we decided to transfer you at the end of the first six months?
B)Tell me about a time when you had to deal with an irate customer.
C)What does your spouse do for a living?
D)If you observed a fellow employee stealing something from a job, what would you do?

Question 38

Which of the following is probed often even though it is an EEO violation?

A)arrest records
B)age
C)marital status
D)all of the above

Question 39

According to the behavior based selection technique, which of the following principles is true?

A)The best predictor of future behavior is past behavior.
B)Behavior that is not seen must be probed.
C)Behavior that is not observed cannot be read.
D)Job related behavior in the interview is no a good predictor of future job performance.

Question 40

The Americans with Disabilities Act of 1990 provides which of the following?

A)reasonable accommodation
B)hiring quotas
C)specialized tools
D)none of the above

Question 41

Interviewers tend to make their decisions within the first four minutes.

Question 42

When recruiters ask about actual events that have occurred within their organization to see how the applicant would handle the problem, this is known as critical incident questions.

Question 43

Which of the following is a nontraditional interviewing approach?

A)team, panel, or board
B)chain format
C)seminar format
D)all of the above

Question 44

Which of the following was NOT listed as a technique of conscious transparency?

A)share information with applicants
B)explain the purpose of questions
C)promote restricted dialogue
D)provide a less defensive climate

Question 45

According to Tom Peters, today "talent rules."

Question 46

Interviewers only violate EEO laws unknowingly.

Question 47

Before giving information to the applicant, the authors recommend asking which of the following questions?

A)What do you know about our organization?
B)What does your spouse do?
C)Were you ever charged with a crime?
D)Are you a Republican?

Question 48

Attraction to the interviewer is the strongest predictor of the applicant's attraction to the organization.

Question 49

Which of the following is NOT a question pitfall particular to the recruiting interview?

A)evaluative response
B)resume question
C)EEO violation
D)none of the above

Question 50

The inverted funnel technique is useful to test applicants; switch to the funnel technique once the applicant is perceived as qualified.

Question 51

It is okay to ask questions about a person's political beliefs in an employment interview.

Question 52

Applicants today are more interested in strong reputations than in brand name.

Question 53

"Tell me about yourself," is a good opening for a recruitment interview.

Question 54

Using a variety of question strategies in interviews can eliminate

A)self-promotion.
B)ingratiation.
C)both a and b.
D)none of the above.

Question 55

The closing of the interview may produce EEO violations.

Question 56

Professionally conducted interviews also present good impressions of organizations.

Question 57

Honesty tests have a very low percentage of error in screening out honest applicants.

Question 58

Which of the following is NOT one of the nontraditional approaches to recruiting?

A)hypothetical situations
B)case approach
C)critical incidents
D)education and training

Question 59

What type of interview technique uses highly structured questions and evaluates applicants on behaviorally defined dimensions?

A)honesty tests
B)behavior-based selection
C)chain strategy
D)quintamensional design

Question 60

"Tell me about your job at XYZ corporation and your internship at KDKB," is an example of which question pitfall?

A)leading push
B)open to closed switch
C)double-barreled inquisition
D)bipolar trap

Question 61

An applicant profile reduces the "birds-of-a-feather" syndrome.

Question 62

There are always two applicants in each interview, the real one and the make believe.

Question 63

Some recruiters of sales persons often use an interviewee-controlled approach to hiring.

Question 64

The EEOC is concerned with intent, not effect.

Question 65

It's okay to ask the applicant to call you by your first name during the opening of the employment interview.

Question 66

Covering factual information from the resume is acceptable in the recruiting interview.

Question 67

Asking questions about a person's spouse during an interview is unlawful.

Question 68

Establishing legally defensible criteria is an important step in avoiding lawsuits.

Question 69

The interview evaluation standardized section should contain biographical information.

Question 70

The authors suggest allowing applicants to speak 80% of the time in an interview in order to learn more about the applicant.

Question 71

A task force of the American Psychological Association concluded that the honesty tests used currently identify individuals with a high propensity for stealing in the workplace.

Question 72

It is a good idea to remove photos from applications due to potentially unlawful use.

Question 73

Resume scanning systems may identify a candidate who knows the system, but may not be the most qualified.