Deck 8: Interviewing: Start Strong to Recruit Successfully

Question 1

In an interview, it is usually possible to separate true ability in a job candidate from the ability to simply "talk a good job."

Answer 1

False

Question 2

The number of candidates human resources provides for interview will vary according to the complexities of the job in question and the availability of appropriate candidates.

Answer 2

True

Question 3

When interviewing, you should have the job description for the position in question before you so as to read through it point-by-point during the interview.

Answer 3

False

Question 4

The pre-interview review of a job description presents a good opportunity to review it for necessary changes and updates.

Question 5

It is never appropriate to ask an applicant whether he or she has ever been convicted of a crime.

Question 6

In an interview, it makes sense to ask the applicant how long he or she plans to stay with the job before leaving or retiring.

Question 7

The Family and Medical Leave Act (FMLA) provides a national mandate barring bias against persons with disabilities.

Question 8

Human resources must require applicants to produce certain proofs of identity and employment eligibility within 3 working days after an offer of employment is made.

Question 9

When interviewing a promising applicant the interviewer must be certain to ask for the individual's present or most recent salary level.

Question 10

It is recommended that you begin an interview with a broad, all-encompassing request such as "Tell me all about yourself."

Question 11

Indicate which of the following you may not legally ask of an applicant in an employment interview:

A) What kind of experience do you have that relates to this job?
B) Did you receive an honorable discharge from the military?
C) What do you believe you will be doing five years from now?
D) What do you know about this organizations and its place in the community?

Question 12

The number of candidates that the human resources department provides to the supervisor for interview:

A) Will be as many as are needed until the supervisor has found the ideal candidate.
B) Should be limited to no more than five.
C) Will vary according to the complexities of the job and the availability of qualified candidates in the labor market.
D) Should be provided in groups of four or five until the supervisor selects someone.

Question 13

In addressing the subject of reference checking when a viable candidate is under consideration:

A) The hiring supervisor should personally check with the applicant's last known supervisor.
B) No reference check should be considered necessary if the applicant already appears to represent exactly what is needed.
C) The hiring supervisor should insist on bringing the new person on board at once and accomplishing reference checks after hire.
D) Reference checking should be left to the human resources department.

Question 14

In actually conducting a pre-employment interview it is important for the supervisor to::

A) Devote more time to listening to the candidate than talking about the department.
B) Take voluminous notes while interviewing so that nothing of significance is missed.
C) Ask questions in a manner that elicits certain desired responses.
D) Convey the structure and workings of the organization's benefits program.

Question 15

Concerning the supervisor's role in interview follow-up:

A) Encourage the applicant to call the supervisor directly within a few days.
B) If at all possible offer the job and explain salary and benefits before the candidate departs.
C) Provide a realistic estimate concerning when a decision will be made and indicate that human resources will notify the applicant.
D) Be prepared to explain in detail why the candidate was not selected.

Question 16

It is necessary for your human resources department to make a good-faith effort to ________________.

Question 17

It is ____________ to ask whether an applicant has any commitments or responsibilities that may interfere with meeting work attendance requirements.

Question 18

Interviewers should now consider that requesting ________ information from job applicants is now generally forbidden.

Question 19

You are forbidden to ask a married female applicant for maiden name because this question can be interpreted as probing for clues to ____________.

Question 20

Avoid questions that seem to be leading an applicant toward some _______________ response.

Question 21

Using ________ __________ to make employment decisions may be found to be in violation of anti-discrimination laws.