Question 1

Recent studies suggest that personal interviews can be improved by

Accepted Answer

Asking each candidate the same questions ensures consistency and fairness, allowing for better comparison and evaluation of candidates.

Question 2

As part of her job in the human resources department of the company, Janine formally and informally questions job applicants to learn their qualifications and to gain an impression of their personalities. Janine is conducting a(n)

Accepted Answer

Janine is conducting personal interviews, which are a common method used in human resources to assess job applicants' qualifications and personalities through both formal and informal questioning.

Question 3

When interviewees seek to portray a positive image to interviewers, they are engaging in

Accepted Answer

Impression management is the process by which individuals attempt to control the impressions others form of them, especially during interviews where they seek to present themselves in the best possible light to potential employers.

Question 4

Which of the following methods is NOT used for evaluating job candidates?

Accepted Answer

Proxemic skill assessments are not a standard method for evaluating job candidates. Proxemics refers to the study of how people use space in communication, and while understanding space can be important in certain contexts, it is not a common or widely recognized method for evaluating job candidates. The other options (collecting biodata, giving standardized psychological tests, and conducting interviews) are well-established methods in the field of human resources for assessing the suitability of candidates for a position.

Question 5

Recent studies suggest that personal interviews

Accepted Answer

Personal interviews are susceptible to the halo effect, where an interviewer may allow one positive trait to overshadow other characteristics, potentially leading to biased evaluations.

Question 6

The tendency of interviewers to extend favorable or unfavorable impressions to unrelated aspects of an individual's personality is called

Accepted Answer

The halo effect occurs when an interviewer's overall impression of a person, whether positive or negative, influences their perception of the individual's unrelated traits or abilities.

Question 7

Formal or informal questioning of job applicants to learn their qualifications and to gain an impression of their personalities is called

Accepted Answer

A personal interview is a method used to understand a job applicant's qualifications and to assess their personality. This involves a direct conversation between the interviewer and the candidate.

Question 8

Some psychologists involved in personnel selections are seeking to identify the general characteristics that a person must have to succeed in a variety of work roles, rather than in just a specific job. They are utilizing what is referred to as a

Accepted Answer

Work analysis is a broad approach that focuses on identifying the general characteristics, skills, and knowledge that are applicable across a range of jobs, rather than being specific to a single job role. This approach is useful for understanding what makes someone successful in various work environments.

Question 9

Jessica and Tanya are both applying for the same job. Although Tanya has more experience in the area of the job in which she is applying, Jessica gets a higher rating from the interviewers because of her more extroverted personality and her more striking physical appearance. This tendency for the interviewers to have a favorable impression of Jessica and less favorable impression of Tanya is referred to as

Accepted Answer

The halo effect refers to the cognitive bias where the perception of one positive trait (such as an extroverted personality or attractive physical appearance) influences the overall impression of a person, leading to a more favorable evaluation across other unrelated areas. This explains why Jessica received a higher rating despite Tanya having more relevant experience.

Question 10

To evaluate job candidates, an employer collects information regarding these candidates' past athletic interests, academic achievements, extracurricular activities, and social popularity. This employer is collecting detailed

Accepted Answer

Biodata encompasses a wide range of personal history and experiences, including past athletic interests, academic achievements, extracurricular activities, and social popularity, which can be used to predict future job performance.

Question 11

Personnel psychologists use which of the following types of tests?

Accepted Answer

Personnel psychologists use all of these types of tests: general mental ability tests (intelligence tests), vocational interest tests, and general personality tests, to assess various aspects of potential and current employees to ensure they are a good fit for the roles they are being considered for.

Question 12

Regarding personnel testing, which of the following statements is FALSE?

Accepted Answer

Vocational interest tests do not rate a person's potential to learn tasks or skills; instead, they assess a person's interests in different activities and occupations to help guide them towards careers that match their interests.

Question 13

The assessment of a job candidate using biodata involves

Accepted Answer

Biodata involves collecting detailed biographical information about a candidate to assess their suitability for a job.

Question 14

The halo effect is a major problem in which approach for selecting job candidates?

Accepted Answer

The halo effect, where an interviewer's overall impression of a candidate influences their judgment on the candidate's specific traits or abilities, is a major problem in personal interviews. This can lead to biased evaluations based on superficial qualities rather than objective criteria.

Question 15

The owner of a small business, who has few resources to draw upon, would probably rely on which technique to select employees?

Accepted Answer

Small businesses with limited resources are more likely to rely on interviewing as a cost-effective and straightforward method for selecting employees, compared to more resource-intensive techniques like assessment centers or in-basket tests.

Question 16

Regarding procedures used to evaluate job candidates, which of the following statements is FALSE?

Accepted Answer

The collection of sensitive biodata, especially when related to jobs, can raise significant civil liberty and privacy concerns. Employers must navigate these issues carefully to avoid violating applicants' rights.

Question 17

One of the most popular ways to select people for jobs or promotions is to directly question them about their qualifications, a method called

Accepted Answer

The personal interview is a widely used method for selecting candidates for jobs or promotions by directly questioning them about their qualifications, experiences, and skills.

Question 18

Regarding personnel selection, which of the following statements is FALSE?

Accepted Answer

The last step in personnel selection is not to perform a job analysis. Job analysis is typically one of the first steps in the personnel selection process, as it involves identifying the skills, duties, and knowledge required for a job, which then informs the selection criteria.

Question 19

Collecting biodata, giving standardized psychological tests, and employing the assessment center approach are three methods

Accepted Answer

These methods are utilized for evaluating job candidates by assessing their qualifications, personality, and suitability for a position.

Question 20

Michael is preparing for an important job interview. For several days prior to the interview, he prepared additional copies of his résumé, checked over his portfolio, did additional research about the company he was applying to, selected what he would be wearing the day of the interview, practiced being interviewed by his roommate and in front of a mirror, and left for the interview early. Michael is demonstrating

Accepted Answer

Michael is demonstrating impression management, which involves controlling the impressions others form of us, especially in social or professional settings. By preparing his résumé, researching the company, selecting appropriate attire, and practicing interview responses, Michael is actively managing how he will be perceived by his potential employer.

Quiz 18: Applied Psychology