Question 1

Talent management is most effective if the same employee profiles are used for both recruiting purposes and appraising purposes.

Accepted Answer

Talent management is the goal-oriented and integrated process of planning for,recruiting,selecting,developing,and compensating employees.To ensure an integrated,goal-oriented effort,talent management therefore involves (among other things) using the same profile (competencies,traits,knowledge and experience) for recruiting as for selecting,training,appraising,and paying the employee.

Question 2

Organizational management refers to the goal-oriented and integrated process of planning for,recruiting,selecting,developing,and compensating employees.

Accepted Answer

Talent management is the goal-oriented and integrated process of planning for,recruiting,selecting,developing,and compensating employees.

Question 3

Structured situational interviews contain situational questions,job knowledge questions,and willingness questions but not behavioral questions.

Accepted Answer

Structured situational interviews contain situational questions,job knowledge questions,willingness questions,and behavioral questions.

Question 4

Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job.

Accepted Answer

Interviewers who don't have an accurate picture of what the job entails and what sort of candidate is best suited for it usually make their decisions based on incorrect impressions or stereotypes of what a good applicant is.They then erroneously match interviewees with their incorrect stereotypes.

Question 5

When developing a structured situational interview,it is important that people familiar with the job rate the job's main duties based on importance and time.

Accepted Answer

People familiar with a job should rate each job duty based on its importance to job success and on the time required to perform the duty.

Question 6

When rejecting a job candidate,it is best to refrain from providing an explanation detailing the reason for the rejection because most candidates view an employer more positively when they don't know the reason for the rejection.

Accepted Answer

In one study,rejected candidates who received an explanation detailing why the employer rejected them felt that the rejection process was fairer.These people were also more likely to give the employer a better recommendation,and to apply again for jobs with the firm.

Question 7

The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.

Accepted Answer

Testers are used by the EEOC to uncover employment discrimination.They do not intend to accept employment.

Question 8

Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.

Accepted Answer

Candidates often use ingratiation and other impression management tactics to persuade interviewers to like them.Such methods of praising interviewers or appearing to agree with their opinions lead interviewers to rate candidates more highly.

Question 9

Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.

Accepted Answer

Candidates who start with a poor first impression rarely change the opinion of the interviewer.

Question 10

Computer-aided interviews are primarily used to administer and score essay questions.

Accepted Answer

Multiple-choice questions are the typical format for computerized selection interviews.

Question 11

First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates because of EEO laws.

Accepted Answer

Interviewers tend to jump to conclusions-make snap judgments-about candidates during the first few minutes of the interview.One researcher estimates that in 85% of the cases,interviewers had made up their minds before the interview even began,based on first impressions the interviewers gleaned from candidates' applications and personal appearance.

Question 12

Companies generally conduct structured situational interviews using a panel,rather than sequentially.

Accepted Answer

Employers generally conduct structured situational interviews using a panel,rather than one-on-one.The panel usually consists of three to six members,preferably the same ones who wrote the questions and answers.

Question 13

Willingness questions assess an applicant's ability to meet the job requirements.

Accepted Answer

Willingness questions gauge the applicant's willingness and motivation to meet the job's requirements-to do repetitive physical work or to travel,for instance.

Question 14

Research indicates that interviewers typically have negative reactions towards candidates who have child-care needs or who are wheelchair-bound.

Accepted Answer

In general,candidates evidencing various attributes and disabilities (such as child-care demands,HIV-positive status,and being wheelchair-bound) had less chance of obtaining a positive decision,even when the person performed very well in the structured interview.

Question 15

Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.

Accepted Answer

Unfavorable information about a candidate usually influences interviewers more than favorable information in the form of references or credit checks.

Question 16

According to EEOC guidelines,an interviewer must limit his or her questions to whether an applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks.

Accepted Answer

Under the Americans with Disabilities Act,not the EEOC,the interviewer must limit his or her questions to whether the applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks.

Question 17

Because EEOC testers are not really seeking employment,they do not have legal standing in court to charge unlawful discriminatory hiring practices.

Accepted Answer

Testers of the EEOC have legal standing in the court system.

Question 18

Interviews can be made more effective if the interviewer studies the job description and uses a standardized interview form.

Accepted Answer

Making sure the interviewer understands the job,structuring the interview,and using standardized interview forms improve the effectiveness of an interview.

Question 19

A structured behavioral interview contains a series of hypothetical job-oriented questions with predetermined answers that interviewers ask of all applicants for the job.

Accepted Answer

Structured situational interviews involve a series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job.Such interviews may include both situational and behavioral questions.

Question 20

When interviewing disabled people,interviewers tend to avoid directly addressing the disability,which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.

Accepted Answer

Research shows that interviewers tend to avoid directly addressing a candidate's disability,and therefore make their hiring decisions without getting all the facts.

Quiz 7: Interviewing Candidates