Exam 10: The Selection Interview

Training programs can reduce some of the more common interviewer errors, such as contrast, halo, leniency, and central tendency.

Validity generalization studies weakly support the validity of selection interviews.

Research has found that rarely do interviewers allow one or two either good or bad characteristics of an applicant to influence the evaluation of all other characteristics.

Research has found that when interviewers are overconfident in their ability to evaluate applicants, hasty and inaccurate judgments are often made.

It is not appropriate to use a significant portion of the selection interview for attracting applicants, providing detailed employment information, and developing the company's image.

An interview is better suited to measure applied social skills than other assessment methods.

When using a formal scoring format, it is necessary to score each question separately.

When firms send a representative to a college campus to assess applicants on general characteristics they are using a screening interview.

Until recently, researchers had arrived at negative conclusions regarding the reliability, validity, and usefulness of the interview in selection.

Research has shown that a panel interview (two or more interviewers acting at once) has higher validity than any form of individual interview.

All else being equal, the more items an assessment device possesses which measure the same WRC, the greater its reliability and validity.

Coaching of interviewees can significantly improve their performance in the situational interview.

A selection interview focuses on all of the following EXCEPT:

Even little amounts of structure in an interview can yield a valid applicant assessment.

Which of the following interview methods focuses use future-oriented questions that ask applicants to imagine a work situation?

Attractiveness has been shown to be related to interviewers' evaluations.

Interviewer ratings are less accurate if the interviewers receive both a high level of verbal cues and moderate to high levels of nonverbal cues from candidates.

An assessment device should contain several items or parts that gather answers about the same variable in order for the assessment device to be a useful instrument.