Exam 10: The Selection Interview

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.

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

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

Impression management during an interview can be influenced by 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.

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

Validity generalization studies weakly support the validity of selection interviews.

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

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.

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

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

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

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.

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

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

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 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.

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

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