Exam 10: The Selection Interview

To measure WRCs related to sociability and interpersonal interaction, WRCs should be stated in general terms, such as "poise," "friendliness," "pleasantness," or "professional bearing."

The characteristic "job knowledge" cannot be successfully evaluated in an interview.

As long as you have a structured or scored interview, you are safe from charges of illegal discrimination.

Which of the following is an appropriate question of job knowledge?

The interview is only part of the information that applicants use to form impressions about the organization and to make job search and job acceptance decisions.

A conclusion about an applicant's mental ability, arrived at during a 30-minute interview, is more efficient and accurate than one based on the administration of a 10-minute test.

Research on nonverbal behaviors supports the idea that an interviewee can manipulate the outcome of the interview through learned behaviors.

Which of the following is a recommended legally appropriate practice associated with the selection interview?

It is appropriate to use the interview to question applicants about incomplete or contradictory statements presented on the application blank or other similar instruments.

Prior to the Watson v.Ft.Worth Bank & Trust case, interview cases were most often heard as disparate treatment cases.

One of the major weaknesses of the interview is that it is often used to accomplish too many purposes.

What is similar in the development of both situational interviews and behavior description interviews?

What is "structured" about a structured interview?

Research has found that excessive talking by the interviewer does not limit the amount of job-related information obtained from interviewees.

The similar-to-me effect is much less pronounced when the interview is structured and job requirements are clear.

It is generally better to measure more applicant WRCs than to focus on a few specific characteristics.

The pre-interview expectations of the interviewer about the applicant has been shown to impact interview outcomes.

The scope of selection interviews should be narrowed to all of the following EXCEPT:

An interview format that provides a formal, defined scoring system is superior in many ways to a format that does not.

Conventional wisdom holds that interviewers make an evaluation of the applicant in the last few minutes of the interview.