Deck 10: The Selection Interview

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Question
Interviewer ratings are less accurate if the interviewers receive both a high level of verbal cues and moderate to high levels of nonverbal cues from candidates.
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Question
It has been found that relatively larger weight has been given to negative information over positive information in the interviewer's decision, even for experienced interviewers.
Question
Validity generalization studies weakly support the validity of selection interviews.
Question
Surprisingly, the personal liking of the interviewer for the applicant is not positively related to the interviewer's evaluation.
Question
An interview is better suited to measure applied social skills than other assessment methods.
Question
Research on nonverbal behaviors supports the idea that an interviewee can manipulate the outcome of the interview through learned behaviors.
Question
Attractiveness has been shown to be related to interviewers' evaluations.
Question
Many nonverbal behaviors, such as eye contact, head movement, smiling, etc.which could influence interviewers' decisions have not been found to be related to favorable interview decisions.
Question
A recent research study found that applicants clearly retained more information about the position from a mixed-focus interview than from the recruitment-only interview.
Question
The similar-to-me effect is much less pronounced when the interview is structured and job requirements are clear.
Question
An interview format that provides a formal, defined scoring system is superior in many ways to a format that does not.
Question
When firms send a representative to a college campus to assess applicants on general characteristics they are using a screening interview.
Question
A conclusion about an applicant's mental ability, arrived at during a 30-minute interview, is more efficient and accurate than one based on the administration of a 10-minute test.
Question
The interview is only part of the information that applicants use to form impressions about the organization and to make job search and job acceptance decisions.
Question
Coaching of interviewees can significantly improve their performance in the situational interview.
Question
The main advantage of a structured interview is that information regarding the major job topics is collected from all applicants, which makes the comparison across applicants easier and minimizes the influence of non-job-related impressions and guesses.
Question
One of the major weaknesses of the interview is that it is often used to accomplish too many purposes.
Question
It is generally better to measure more applicant WRCs than to focus on a few specific characteristics.
Question
Until recently, researchers had arrived at negative conclusions regarding the reliability, validity, and usefulness of the interview in selection.
Question
It is not appropriate to use a significant portion of the selection interview for attracting applicants, providing detailed employment information, and developing the company's image.
Question
The pre-interview expectations of the interviewer about the applicant has been shown to impact interview outcomes.
Question
Research has shown that a panel interview (two or more interviewers acting at once) has higher validity than any form of individual interview.
Question
Even little amounts of structure in an interview can yield a valid applicant assessment.
Question
As long as you have a structured or scored interview, you are safe from charges of illegal discrimination.
Question
Conventional wisdom holds that interviewers make an evaluation of the applicant in the last few minutes of the interview.
Question
In the behavior description interview, it is recommended that maximum performance dimensions be omitted from the interview and almost complete emphasis be placed on typical performance dimensions.
Question
There are many factors that are only marginally related to job activities but that influence interviewers' evaluations.
Question
Interviewers should review ability test scores, letters of reference, and other information before the interview is held.
Question
Prior to the Watson v.Ft.Worth Bank & Trust case, interview cases were most often heard as disparate treatment cases.
Question
It is appropriate to use the interview to question applicants about incomplete or contradictory statements presented on the application blank or other similar instruments.
Question
To measure WRCs related to sociability and interpersonal interaction, WRCs should be stated in general terms, such as "poise," "friendliness," "pleasantness," or "professional bearing."
Question
Research has found that rarely do interviewers allow one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics.
Question
The characteristic "job knowledge" cannot be successfully evaluated in an interview.
Question
In a structured interview format the interviewers are not allowed to go beyond the pre-determined questions for any reason.
Question
Research has found that when interviewers are overconfident in their ability to evaluate applicants, hasty and inaccurate judgments are often made.
Question
Both the situational interview and the behavior description interview have been shown to have high validity for predicting job performance.
Question
In general, it is preferable to limit the use of pre-interview data that an interviewer is exposed to.
Question
Training programs can reduce some of the more common interviewer errors, such as contrast, halo, leniency, and central tendency.
Question
A recent study found that the interview and cognitive ability tests have a high degree of overlap in terms of their variance.
Question
Research has found that excessive talking by the interviewer does not limit the amount of job-related information obtained from interviewees.
Question
A selection interview focuses on all of the following EXCEPT:

A)job-related knowledge.
B)problem-solving skills.
C)checking credentials and licensure requirements.
D)interpersonal skills.
Question
Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?

A)excessive talking by the interviewee, which limits the amount of job-related information obtained
B)being influenced by the nonverbal behavior of applicants
C)allowing one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics
D)making an evaluation of the applicant within the first minutes of the interview
Question
Which of the following interview methods focuses use future-oriented questions that ask applicants to imagine a work situation?

A)situational interview
C)job content method
B)behavior description interview
D)structured interview
Question
Which of the following is true about how information is processed by the interviewer?

A)Negative information is given a relatively larger weight than positive information.
B)Performance during the interview has little effect on interviewer evaluations.
C)Pre-interview expectations of the interviewer about the applicant have no effect on the evaluations made of the applicant at the completion of the interview.
D)Interviewers cannot usually specify why a rejected applicant would not likely be a good employee, but can explain why an accepted applicant would be satisfactory.
Question
What is "structured" about a structured interview?

A)Different questions are asked of each applicant, but they are determined before the interview takes place.
B)Information is collected about the same topics from all applicants.
C)The tone of the interview is formal, thereby increasing the likelihood that job-related information will be exchanged.
D)The applicant is given a list of possible questions to prepare for before the interview.
Question
Dipboye's model of interviewer decision making implies which of the following?

A)The interviewer controls what information is processed and how that information is processed during the interview.
B)Pre-interview data are postulated to be incorrect and always detrimental to the evaluation of a candidate.
C)The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.
D)The interviewer begins each interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.
Question
When using a formal scoring format, it is necessary to score each question separately.
Question
Which type of interview places applicants in one of five rank-order groups for each interview dimension?

A)situational interview
C)job content method
B)behavior description interview
D)structured interview
Question
The scope of selection interviews should be narrowed to all of the following EXCEPT:

A)applied social and interpersonal skills.
B)personality and habitual behaviors.
C)job knowledge.
D)likability, friendliness, and motivation.
Question
All else being equal, the more items an assessment device possesses which measure the same WRC, the greater its reliability and validity.
Question
Which of the following is an appropriate question of job knowledge?

A)"What are the current tax laws regarding borrowing from an IRA?"
B)"Have you ever directed a construction crew?"
C)"Explain the courses you have taken in accounting"
D)What kind of courses did you enjoy in college?"
Question
Impression management during an interview can be influenced by all of the following EXCEPT:

A)hand movements.
B)ingratiation.
C)self-promotion.
D)all of the above
Question
Because of the time involved, it is suggested that small businesses use only partially job-related, unstructured interviews.
Question
When are job knowledge questions appropriate in an interview?

A)when there are a large number of such questions to be asked
B)when interview questions refer to actual behaviors such as diagnosis of defects
C)for jobs that require verbalization of technical information and work procedures
D)They are appropriate for all situations.
Question
Why is the Watson v.Ft.Worth Bank & Trust case so important for selection interviewing?

A)It found that content validity is an inappropriate defense for the measurement of mental processes.
B)It found that it is permissible to use subjective measures of certain applicant characteristics that cannot be fully measured with objective tests.
C)It found that when a selection interview is central to the charge of discrimination, the case could be heard as an disparate impact case.
D)It found that structured interviewing with formal scoring procedures is an acceptable legal defense in a discrimination case.
Question
An assessment device should contain several items or parts that gather answers about the same variable in order for the assessment device to be a useful instrument.
Question
Which of the following is a recommended legally appropriate practice associated with the selection interview?

A)WRCs should be described in terms of personal traits rather than behaviors.
B)For lower level jobs, use personal traits as a portion of the criteria for selection.
C)Use a demographically mixed set of experienced or trained interviewers.
D)Use an unstructured interview format.
Question
What is similar in the development of both situational interviews and behavior description interviews?

A)the generation of critical incidents
B)review of the behavioral dimensions and identification of each as essentially describing either maximum or typical performance of the individual
C)Each question is formed with appropriate probes (follow-up questions)
D)identifying and rating critical tasks
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Deck 10: The Selection Interview
1
Interviewer ratings are less accurate if the interviewers receive both a high level of verbal cues and moderate to high levels of nonverbal cues from candidates.
False
2
It has been found that relatively larger weight has been given to negative information over positive information in the interviewer's decision, even for experienced interviewers.
True
3
Validity generalization studies weakly support the validity of selection interviews.
False
4
Surprisingly, the personal liking of the interviewer for the applicant is not positively related to the interviewer's evaluation.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
5
An interview is better suited to measure applied social skills than other assessment methods.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
6
Research on nonverbal behaviors supports the idea that an interviewee can manipulate the outcome of the interview through learned behaviors.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
7
Attractiveness has been shown to be related to interviewers' evaluations.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
8
Many nonverbal behaviors, such as eye contact, head movement, smiling, etc.which could influence interviewers' decisions have not been found to be related to favorable interview decisions.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
9
A recent research study found that applicants clearly retained more information about the position from a mixed-focus interview than from the recruitment-only interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
10
The similar-to-me effect is much less pronounced when the interview is structured and job requirements are clear.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
11
An interview format that provides a formal, defined scoring system is superior in many ways to a format that does not.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
12
When firms send a representative to a college campus to assess applicants on general characteristics they are using a screening interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
13
A conclusion about an applicant's mental ability, arrived at during a 30-minute interview, is more efficient and accurate than one based on the administration of a 10-minute test.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
14
The interview is only part of the information that applicants use to form impressions about the organization and to make job search and job acceptance decisions.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
15
Coaching of interviewees can significantly improve their performance in the situational interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
16
The main advantage of a structured interview is that information regarding the major job topics is collected from all applicants, which makes the comparison across applicants easier and minimizes the influence of non-job-related impressions and guesses.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
17
One of the major weaknesses of the interview is that it is often used to accomplish too many purposes.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
18
It is generally better to measure more applicant WRCs than to focus on a few specific characteristics.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
19
Until recently, researchers had arrived at negative conclusions regarding the reliability, validity, and usefulness of the interview in selection.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
20
It is not appropriate to use a significant portion of the selection interview for attracting applicants, providing detailed employment information, and developing the company's image.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
21
The pre-interview expectations of the interviewer about the applicant has been shown to impact interview outcomes.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
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k this deck
22
Research has shown that a panel interview (two or more interviewers acting at once) has higher validity than any form of individual interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
23
Even little amounts of structure in an interview can yield a valid applicant assessment.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
24
As long as you have a structured or scored interview, you are safe from charges of illegal discrimination.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
25
Conventional wisdom holds that interviewers make an evaluation of the applicant in the last few minutes of the interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
26
In the behavior description interview, it is recommended that maximum performance dimensions be omitted from the interview and almost complete emphasis be placed on typical performance dimensions.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
27
There are many factors that are only marginally related to job activities but that influence interviewers' evaluations.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
28
Interviewers should review ability test scores, letters of reference, and other information before the interview is held.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
29
Prior to the Watson v.Ft.Worth Bank & Trust case, interview cases were most often heard as disparate treatment cases.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
30
It is appropriate to use the interview to question applicants about incomplete or contradictory statements presented on the application blank or other similar instruments.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
31
To measure WRCs related to sociability and interpersonal interaction, WRCs should be stated in general terms, such as "poise," "friendliness," "pleasantness," or "professional bearing."
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
32
Research has found that rarely do interviewers allow one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
33
The characteristic "job knowledge" cannot be successfully evaluated in an interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
34
In a structured interview format the interviewers are not allowed to go beyond the pre-determined questions for any reason.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
35
Research has found that when interviewers are overconfident in their ability to evaluate applicants, hasty and inaccurate judgments are often made.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
36
Both the situational interview and the behavior description interview have been shown to have high validity for predicting job performance.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
37
In general, it is preferable to limit the use of pre-interview data that an interviewer is exposed to.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
38
Training programs can reduce some of the more common interviewer errors, such as contrast, halo, leniency, and central tendency.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
39
A recent study found that the interview and cognitive ability tests have a high degree of overlap in terms of their variance.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
40
Research has found that excessive talking by the interviewer does not limit the amount of job-related information obtained from interviewees.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
41
A selection interview focuses on all of the following EXCEPT:

A)job-related knowledge.
B)problem-solving skills.
C)checking credentials and licensure requirements.
D)interpersonal skills.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
42
Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?

A)excessive talking by the interviewee, which limits the amount of job-related information obtained
B)being influenced by the nonverbal behavior of applicants
C)allowing one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics
D)making an evaluation of the applicant within the first minutes of the interview
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
43
Which of the following interview methods focuses use future-oriented questions that ask applicants to imagine a work situation?

A)situational interview
C)job content method
B)behavior description interview
D)structured interview
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
44
Which of the following is true about how information is processed by the interviewer?

A)Negative information is given a relatively larger weight than positive information.
B)Performance during the interview has little effect on interviewer evaluations.
C)Pre-interview expectations of the interviewer about the applicant have no effect on the evaluations made of the applicant at the completion of the interview.
D)Interviewers cannot usually specify why a rejected applicant would not likely be a good employee, but can explain why an accepted applicant would be satisfactory.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
45
What is "structured" about a structured interview?

A)Different questions are asked of each applicant, but they are determined before the interview takes place.
B)Information is collected about the same topics from all applicants.
C)The tone of the interview is formal, thereby increasing the likelihood that job-related information will be exchanged.
D)The applicant is given a list of possible questions to prepare for before the interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
46
Dipboye's model of interviewer decision making implies which of the following?

A)The interviewer controls what information is processed and how that information is processed during the interview.
B)Pre-interview data are postulated to be incorrect and always detrimental to the evaluation of a candidate.
C)The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.
D)The interviewer begins each interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
47
When using a formal scoring format, it is necessary to score each question separately.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
48
Which type of interview places applicants in one of five rank-order groups for each interview dimension?

A)situational interview
C)job content method
B)behavior description interview
D)structured interview
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
49
The scope of selection interviews should be narrowed to all of the following EXCEPT:

A)applied social and interpersonal skills.
B)personality and habitual behaviors.
C)job knowledge.
D)likability, friendliness, and motivation.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
50
All else being equal, the more items an assessment device possesses which measure the same WRC, the greater its reliability and validity.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
51
Which of the following is an appropriate question of job knowledge?

A)"What are the current tax laws regarding borrowing from an IRA?"
B)"Have you ever directed a construction crew?"
C)"Explain the courses you have taken in accounting"
D)What kind of courses did you enjoy in college?"
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
52
Impression management during an interview can be influenced by all of the following EXCEPT:

A)hand movements.
B)ingratiation.
C)self-promotion.
D)all of the above
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
53
Because of the time involved, it is suggested that small businesses use only partially job-related, unstructured interviews.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
54
When are job knowledge questions appropriate in an interview?

A)when there are a large number of such questions to be asked
B)when interview questions refer to actual behaviors such as diagnosis of defects
C)for jobs that require verbalization of technical information and work procedures
D)They are appropriate for all situations.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
55
Why is the Watson v.Ft.Worth Bank & Trust case so important for selection interviewing?

A)It found that content validity is an inappropriate defense for the measurement of mental processes.
B)It found that it is permissible to use subjective measures of certain applicant characteristics that cannot be fully measured with objective tests.
C)It found that when a selection interview is central to the charge of discrimination, the case could be heard as an disparate impact case.
D)It found that structured interviewing with formal scoring procedures is an acceptable legal defense in a discrimination case.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
56
An assessment device should contain several items or parts that gather answers about the same variable in order for the assessment device to be a useful instrument.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
57
Which of the following is a recommended legally appropriate practice associated with the selection interview?

A)WRCs should be described in terms of personal traits rather than behaviors.
B)For lower level jobs, use personal traits as a portion of the criteria for selection.
C)Use a demographically mixed set of experienced or trained interviewers.
D)Use an unstructured interview format.
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
58
What is similar in the development of both situational interviews and behavior description interviews?

A)the generation of critical incidents
B)review of the behavioral dimensions and identification of each as essentially describing either maximum or typical performance of the individual
C)Each question is formed with appropriate probes (follow-up questions)
D)identifying and rating critical tasks
Unlock Deck
Unlock for access to all 58 flashcards in this deck.
Unlock Deck
k this deck
locked card icon
Unlock Deck
Unlock for access to all 58 flashcards in this deck.