Deck 13: Conducting a Successful and Legal Selection Interview

Question 1

The department manager should be the person who checks references for whomever he or she wishes to hire, consistent with the belief that the primary interviewer should do the reference checking.

Answer 1

False

Question 2

All of today's interviewing prohibitions concerning information that cannot legally be requested came about with the passage of the Civil Rights Act of 1964.

Answer 2

False

Question 3

Human Resources should not send an application along with the applicant unless recruitment is urgent.

Answer 3

True

Question 4

The interviewing manager should rely on the employment recruiter to address apparent gaps in an applicant's employment history.

Question 5

It is preferable to start an interview with a question such as "Tell me all about yourself" so as to elicit as much information as possible.

Question 6

Through the overall course of an interview, the interviewer should on average do less talking than the applicant.

Question 7

The Age Discrimination in Employment Act (ADEA) removed most employers' ability to mandate retirement at a certain specified age.

Question 8

In certain specific instances it is legally permissible to ask an applicant if he or she has ever been arrested.

Question 9

The interviewer should be attempting to judge whether the applicant who is employed elsewhere is seeking change to obtain something desired or to escape something that is dissatisfying.

Question 10

It is not valid to try judging whether an applicant would fit with the existing group; rather, the sole basis for selection should be qualifications.

Question 11

What should a department manager should do in preparing to interview a job applicant?

A) Review the job description, modifying or rewriting it as necessary to fit the characteristics of the person to be interviewed
B) Do everything reasonably possible to meet with the applicant at the scheduled time
C) Prepare to describe his or her own rise in the organization as a means of "selling" the organization to the applicant
D) Remind the employment recruiter in human resources to be sure to send the application or resume' with the applicant

Question 12

What should the interviewing manager do during the early minutes of an interview?

A) Get immediately down to business by opening with a probing question and a no-nonsense attitude.
B) Review the compensation and benefits structure with the applicant.
C) Try some friendly social conversation to put the individual at ease.
D) Ask the applicant why he or she wants this particular position.

Question 13

In interviewing an applicant for an entry-level position, it is important for an interviewer to do what?

A) Find out early in the interview whether the applicant has completed high school.
B) Insist on at least a minimal amount of working experience.
C) Ask the person whether he or she intends to stay with the organization for the long term.
D) Obtain a sense of the individual's willingness to learn.

Question 14

What is true of the most effective interview questions?

A) They require some thought and can be reasonably answered in a few sentences.
B) They are designed to reveal fabrications or inconsistencies in background and qualifications.
C) They can be answered in a half-dozen or fewer words.
D) They are intended to reveal dimensions of the applicant's personality.

Question 15

Concerning an applicant that was interviewed but not selected for the open position, if the individual telephones the interviewer directly and wants to know why he or she was not chosen, the interviewer should do what?

A) Explain in detail why this person was not chosen.
B) State simply that someone more appropriately qualified was chosen.
C) Refer the individual to the employment recruiter in human resources.
D) Offer to re-interview the applicant.

Question 16

Why should interviewers do as little writing as possible while engaged in interviewing an applicant?

Question 17

We now know it is illegal to probe for forbidden personal information in an interview, but when forbidden information is volunteered to an interviewer, in what manner can the interviewer make use of it?

Question 18

What is the halo effect in interviewing?

Question 19

Why is it necessary for an organization to follow up with all interviewees who were not selected?

Question 20

What, if anything, can an interviewer ask an applicant about the organizations to which that he or she belongs?