Question 1

There are many factors that are only marginally related to job activities but that influence interviewers' evaluations.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?

Accepted Answer

A) excessive talking by the interviewee, which limits the amount of job-related information obtained 
B) being influenced by the nonverbal behavior of applicants 
C) allowing one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics 
D) making an evaluation of the applicant within the first minutes of the interview 
A) excessive talking by the interviewee, which limits the amount of job-related information obtained 
B) being influenced by the nonverbal behavior of applicants 
C) allowing one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics 
D) making an evaluation of the applicant within the first minutes of the interview

Question 3

In general, it is preferable to limit the use of pre-interview data that an interviewer is exposed to.

Accepted Answer

A) True 
 B)False

Question 4

Impression management during an interview can be influenced by all of the following EXCEPT:

Accepted Answer

A) hand movements. 
B) ingratiation. 
C) self-promotion. 
D) all of the above 
A) hand movements. 
B) ingratiation. 
C) self-promotion. 
D) all of the above

Question 5

Why is the Watson v.Ft.Worth Bank & Trust case so important for selection interviewing?

Accepted Answer

A) It found that content validity is an inappropriate defense for the measurement of mental processes. 
B) It found that it is permissible to use subjective measures of certain applicant characteristics that cannot be fully measured with objective tests. 
C) It found that when a selection interview is central to the charge of discrimination, the case could be heard as an disparate impact case. 
D) It found that structured interviewing with formal scoring procedures is an acceptable legal defense in a discrimination case. 
A) It found that content validity is an inappropriate defense for the measurement of mental processes. 
B) It found that it is permissible to use subjective measures of certain applicant characteristics that cannot be fully measured with objective tests. 
C) It found that when a selection interview is central to the charge of discrimination, the case could be heard as an disparate impact case. 
D) It found that structured interviewing with formal scoring procedures is an acceptable legal defense in a discrimination case.

Question 6

Both the situational interview and the behavior description interview have been shown to have high validity for predicting job performance.

Accepted Answer

A) True 
 B)False

Question 7

Dipboye's model of interviewer decision making implies which of the following?

Accepted Answer

A) The interviewer controls what information is processed and how that information is processed during the interview. 
B) Pre-interview data are postulated to be incorrect and always detrimental to the evaluation of a candidate. 
C) The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview. 
D) The interviewer begins each interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview. 
A) The interviewer controls what information is processed and how that information is processed during the interview. 
B) Pre-interview data are postulated to be incorrect and always detrimental to the evaluation of a candidate. 
C) The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview. 
D) The interviewer begins each interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.

Question 8

A recent study found that the interview and cognitive ability tests have a high degree of overlap in terms of their variance.

Accepted Answer

A) True 
 B)False

Question 9

Surprisingly, the personal liking of the interviewer for the applicant is not positively related to the interviewer's evaluation.

Accepted Answer

A) True 
 B)False

Question 10

When are job knowledge questions appropriate in an interview?

Accepted Answer

A) when there are a large number of such questions to be asked 
B) when interview questions refer to actual behaviors such as diagnosis of defects 
C) for jobs that require verbalization of technical information and work procedures 
D) They are appropriate for all situations. 
A) when there are a large number of such questions to be asked 
B) when interview questions refer to actual behaviors such as diagnosis of defects 
C) for jobs that require verbalization of technical information and work procedures 
D) They are appropriate for all situations.

Question 11

It has been found that relatively larger weight has been given to negative information over positive information in the interviewer's decision, even for experienced interviewers.

Accepted Answer

A) True 
 B)False

Question 12

The main advantage of a structured interview is that information regarding the major job topics is collected from all applicants, which makes the comparison across applicants easier and minimizes the influence of non-job-related impressions and guesses.

Accepted Answer

A) True 
 B)False

Question 13

In the behavior description interview, it is recommended that maximum performance dimensions be omitted from the interview and almost complete emphasis be placed on typical performance dimensions.

Accepted Answer

A) True 
 B)False

Question 14

Which type of interview places applicants in one of five rank-order groups for each interview dimension?

Accepted Answer

A) situational interview 
B) behavior description interview 
C) job content method 
D) structured interview 
A) situational interview 
B) behavior description interview 
C) job content method 
D) structured interview

Question 15

Many nonverbal behaviors, such as eye contact, head movement, smiling, etc.which could influence interviewers' decisions have not been found to be related to favorable interview decisions.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following is true about how information is processed by the interviewer?

Accepted Answer

A) Negative information is given a relatively larger weight than positive information. 
B) Performance during the interview has little effect on interviewer evaluations. 
C) Pre-interview expectations of the interviewer about the applicant have no effect on the evaluations made of the applicant at the completion of the interview. 
D) Interviewers cannot usually specify why a rejected applicant would not likely be a good employee, but can explain why an accepted applicant would be satisfactory. 
A) Negative information is given a relatively larger weight than positive information. 
B) Performance during the interview has little effect on interviewer evaluations. 
C) Pre-interview expectations of the interviewer about the applicant have no effect on the evaluations made of the applicant at the completion of the interview. 
D) Interviewers cannot usually specify why a rejected applicant would not likely be a good employee, but can explain why an accepted applicant would be satisfactory.

Question 17

A recent research study found that applicants clearly retained more information about the position from a mixed-focus interview than from the recruitment-only interview.

Accepted Answer

A) True 
 B)False

Question 18

Interviewers should review ability test scores, letters of reference, and other information before the interview is held.

Accepted Answer

A) True 
 B)False

Question 19

Because of the time involved, it is suggested that small businesses use only partially job-related, unstructured interviews.

Accepted Answer

A) True 
 B)False

Question 20

In a structured interview format the interviewers are not allowed to go beyond the pre-determined questions for any reason.

Accepted Answer

A) True 
 B)False

There are many factors that are only marginally related to job activities but that influence interviewers' evaluations.

Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?

In general, it is preferable to limit the use of pre-interview data that an interviewer is exposed to.

Impression management during an interview can be influenced by all of the following EXCEPT:

Why is the Watson v.Ft.Worth Bank & Trust case so important for selection interviewing?

Both the situational interview and the behavior description interview have been shown to have high validity for predicting job performance.

Dipboye's model of interviewer decision making implies which of the following?

A recent study found that the interview and cognitive ability tests have a high degree of overlap in terms of their variance.

Surprisingly, the personal liking of the interviewer for the applicant is not positively related to the interviewer's evaluation.

When are job knowledge questions appropriate in an interview?

It has been found that relatively larger weight has been given to negative information over positive information in the interviewer's decision, even for experienced interviewers.

The main advantage of a structured interview is that information regarding the major job topics is collected from all applicants, which makes the comparison across applicants easier and minimizes the influence of non-job-related impressions and guesses.

In the behavior description interview, it is recommended that maximum performance dimensions be omitted from the interview and almost complete emphasis be placed on typical performance dimensions.

Which type of interview places applicants in one of five rank-order groups for each interview dimension?

Many nonverbal behaviors, such as eye contact, head movement, smiling, etc.which could influence interviewers' decisions have not been found to be related to favorable interview decisions.

Which of the following is true about how information is processed by the interviewer?

A recent research study found that applicants clearly retained more information about the position from a mixed-focus interview than from the recruitment-only interview.

Interviewers should review ability test scores, letters of reference, and other information before the interview is held.

Because of the time involved, it is suggested that small businesses use only partially job-related, unstructured interviews.

In a structured interview format the interviewers are not allowed to go beyond the pre-determined questions for any reason.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 10: The Selection Interview

There are many factors that are only marginally related to job activities but that influence interviewers' evaluations.

Which of the following is not one of the numerous errors committed in conducting the interview and evaluating applicants?

In general, it is preferable to limit the use of pre-interview data that an interviewer is exposed to.

Impression management during an interview can be influenced by all of the following EXCEPT:

Why is the Watson v.Ft.Worth Bank & Trust case so important for selection interviewing?

Both the situational interview and the behavior description interview have been shown to have high validity for predicting job performance.

Dipboye's model of interviewer decision making implies which of the following?

A recent study found that the interview and cognitive ability tests have a high degree of overlap in terms of their variance.

Surprisingly, the personal liking of the interviewer for the applicant is not positively related to the interviewer's evaluation.

When are job knowledge questions appropriate in an interview?

It has been found that relatively larger weight has been given to negative information over positive information in the interviewer's decision, even for experienced interviewers.

The main advantage of a structured interview is that information regarding the major job topics is collected from all applicants, which makes the comparison across applicants easier and minimizes the influence of non-job-related impressions and guesses.

In the behavior description interview, it is recommended that maximum performance dimensions be omitted from the interview and almost complete emphasis be placed on typical performance dimensions.

Which type of interview places applicants in one of five rank-order groups for each interview dimension?

Many nonverbal behaviors, such as eye contact, head movement, smiling, etc.which could influence interviewers' decisions have not been found to be related to favorable interview decisions.

Which of the following is true about how information is processed by the interviewer?

A recent research study found that applicants clearly retained more information about the position from a mixed-focus interview than from the recruitment-only interview.

Interviewers should review ability test scores, letters of reference, and other information before the interview is held.

Because of the time involved, it is suggested that small businesses use only partially job-related, unstructured interviews.

In a structured interview format the interviewers are not allowed to go beyond the pre-determined questions for any reason.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters