Chaper 7 Interviewing Candidates

Consider the question: "Can you provide an example of a specific instance where you provided leadership in a difficult situation?" What type of question is this?

First impressions created from candidate application forms and personal appearance can affect interviewer ratings of candidates.

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

Nondirective interviews follow no set format so the interviewer can ask follow-up questions and pursue points of interest as they develop.

Nonstructured interviews are preferred to directive interviews because they are more reliable and valid.

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

Kimberly is interviewing along with several other talented candidates for a position as a journalist at a newspaper. A team of interviewers will meet with all the candidates at once. The team will pose problems to the candidates and see which candidate takes the lead in formulating an answer. This is an example of a interview.

When interviewing disabled people, interviewers tend to avoid directly addressing the disability which limits their ability to get relevant information about the candidates' ability to do the job.

Consider the question: "Suppose you saw a co-worker who was not following standard work procedures. The co-worker claimed that the new procedure was better. What would you do?" What type of question is this?

There are four specific factors that should be probed in an interview. List the four factors and explain each one.

Typical computerized interviews present questions in a(n)format, one at a time.

What three ways can selection interviews be classified? What are the resulting types of interviews?

Behavioral interviews yield a higher mean validity than do situational interviews.

The fourth step in the procedure for developing a guide for structured situational interviews is to .

An advantage of unstructured interviews is that they provide .

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

Structured interviews have validities about twice those of unstructured interviews.

Which question below is an example of a past behavior question?

The second step in the procedure for developing a guide for structured situational interviews is to .

Understanding potential interview problems is important for avoiding them.