Deck 8: Interviews and Reference Checks

Question 1

A group interview is one where two or more interviewers interview the job applicant simultaneously.

Answer 1

False

Question 2

Asking applicants for a position of a project manager in a construction firm questions about PERT/CPM is an example of an attempt to assess person-organization fit.

Answer 2

False

Question 3

Behavioural description interviews assume that the best predictor of people's future behaviour is their past behaviour.

Answer 3

True

Question 4

Interviewers rate female job applicants wearing masculine style attire (e.g. ,dark blue suits)as more self-reliant than other female applicants.

Question 5

A question such as "Have you taken any courses in human resource management?" is a useful interview question to assess the applicant's job knowledge.

Question 6

When hiring for a job that involves teamwork,interviewers are more likely to pay special attention to "need for achievement" than "agreeableness."

Question 7

Based on available research evidence,it is reasonable to assume that employment interviews can be useful to assess the applied social skills of the interviewee.

Question 8

The employment interview is a formal,in-depth conversation between a job applicant and one or more interviewers.

Question 9

Knowledge structures are an interviewer's valid assumptions about job specifications.

Question 10

Many employers today prefer telephone checks to letters of reference.

Question 11

Leading questions "telegraph" desired answers to the interviewee.

Question 12

"Organizational citizenship" is one of the most difficult attributes to be validly assessed during a job interview.

Question 13

Assertiveness is the single most commonly rated trait in interviews.

Question 14

The validity coefficient for "agreeableness" assessed during job interviews is shown to be higher than that of general intelligence.

Question 15

A major problem with interviews is that the interviewers often make a decision to hire or not hire before completing the entire interview.

Question 16

Available research evidence indicates that female interviewers rate female interviewees more harshly than male interviewers.

Question 17

A limitation of computer interactive interviews such as Nike's Interactive Voice Response Technology is that it cannot handle large number of applicants since advanced technological support systems are needed.

Question 18

Available research evidence indicates that interviews are better at predicting the mental capabilities of job applicants than their job knowledge.

Question 19

Interviews are better at measuring the job knowledge of the applicant than his or her values.

Question 20

Employment interviews,unlike screening interviews,focus on the general characteristics of applicants to eliminate obvious misfits.

Question 21

Which of the following are conducted by professional agencies and include interviews with former employees and co-workers as well as police records and credit checks?

A)Reference checks
B)Background checks
C)Field investigations
D)Applicant tracking
E)None of the above

Question 22

A first step in planning job interview is to:

A)develop interview questions
B)review applicant profiles
C)define the scope of the interview
D)create a rapport with applicants
E)prepare logistics for the interview day

Question 23

The interviewer's first response to the applicant's behaviour at the beginning of the interview is to attribute it to:

A)nervousness
B)anxiety
C)personality traits
D)situational factors
E)race of the applicant

Question 24

Computer-assisted interviews:

A)produce more uniform results
B)are generally not valid
C)can pick up more cues about interviewees
D)can result in greater workforce diversity
E)C and D

Question 25

Consider the following interview question.In what type of interview is the question most likely to occur?
"To your surprise,you find that more than half the students in your class failed in the first midterm in the staffing course.What do you do now?"

A)Behavioural description interview
B)Unstructured interview
C)Stress interview
D)Mixed interview
E)None of the above

Question 26

Typical validity coefficients for behavioural description interviews are approximately:

A)0.20
B)0.30
C)0.50
D)0.70
E)over 0.80

Question 27

When the interviewer uses the interview to brag about their successes or oversell the firm,it is referred to as:

A)interviewer domination
B)interviewer oversell
C)leading question structure
D)interviewer attribution
E)none of the above

Question 28

When an interviewer is experienced and has high cognitive complexity,his or her interviews tend to be more:

A)unstructured
B)reliable
C)valid
D)interview dominated
E)A and D

Question 29

Based on available research,interviews are best suited to assess job applicants':

A)mental ability
B)job knowledge
C)organizational loyalty
D)integrity
E)ethical standards

Question 30

In which type of interview are situational interview questions combined with questions about job knowledge,job performance,and worker characteristics?

A)Extended situational
B)Comprehensive structured
C)Panel structured
D)Group
E)Mixed

Question 31

In this sort of interview unfavourable information provided by the applicant has a greater influence on the interviewer evaluation than favourable information?

A)Panel
B)Group
C)Unstructured
D)Structured
E)Behavioural description

Question 32

Typically,employment interviews focus on the applicant's:

A)job knowledge
B)personal relations skills
C)person-organization fit
D)A and B
E)all of the above

Question 33

Which of the following is/are strengths of an employment interview?

A)It facilitates two-way interaction.
B)It can improve the firm's public image.
C)It can assess applicant's personality better than employment tests.
D)A and B are strengths.
E)A,B,and C are strengths.

Question 34

Which of the following questions is likely to validly assess a job applicant's job knowledge?

A)How many courses in recruitment and selection have you taken in the past?
B)Which courses have you taken in recruitment and selection in the past?
C)Did the courses you took in recruitment and selection teach you about behavioural description interviews?
D)Based on your learning in the courses about recruitment and selection,would you recommend using behavioural description interviews?
E)What are the steps in conducting a behavioural description interview?

Question 35

When __ is present,interviewers seek information that supports viewpoints that they already hold of the interviewee.

A)recency bias
B)confirmatory bias
C)perceptual bias
D)cognitive limitation
E)pre-conceived knowledge structure

Question 36

Attempts by interviewees to create a favourable impression by monitoring and responding to interviewer reactions is referred to as:

A)cognitive management
B)impression management
C)leading the interview
D)communication through non-verbal behaviours
E)interviewee domination

Question 37

What sort of interview questions that attempt to assess a job applicant's are the most straight forward?

A)Job knowledge
B)Mental ability
C)Core values
D)Integrity
E)Emotional stability

Question 38

An interview that uses both structured and unstructured questions is referred to as a:

A)panel interview
B)group interview
C)mixed interview
D)situational interview
E)ad-hoc interview

Question 39

When two or more job applicants are interviewed at the same time by one interviewer,it is referred to as a:

A)group interview
B)panel interview
C)2 x 1 interview
D)mixed interview
E)none of the above

Question 40

Which of the following impacts on interview outcomes?

A)Focus of the interview
B)Situational factors
C)Type of interview
D)A and C
E)A,B,and C