Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

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 4

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 5

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

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 6

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

Accepted Answer

A) applied social and interpersonal skills. 
B) personality and habitual behaviors. 
C) job knowledge. 
D) likability, friendliness, and motivation. 
A) applied social and interpersonal skills. 
B) personality and habitual behaviors. 
C) job knowledge. 
D) likability, friendliness, and motivation.

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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 10

A selection interview focuses on all of the following EXCEPT:

Accepted Answer

A) job-related knowledge. 
B) problem-solving skills. 
C) checking credentials and licensure requirements. 
D) interpersonal skills. 
A) job-related knowledge. 
B) problem-solving skills. 
C) checking credentials and licensure requirements. 
D) interpersonal skills.

Question 11

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

Accepted Answer

A) True 
 B)False

Question 12

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 13

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

Accepted Answer

A) True 
 B)False

Question 14

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.

Accepted Answer

A) True 
 B)False

Question 15

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 16

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

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) "What are the current tax laws regarding borrowing from an IRA?" 
B) "Have you ever directed a construction crew?" 
C) "Explain the courses you have taken in accounting" 
D) What kind of courses did you enjoy in college?" 
A) "What are the current tax laws regarding borrowing from an IRA?" 
B) "Have you ever directed a construction crew?" 
C) "Explain the courses you have taken in accounting" 
D) What kind of courses did you enjoy in college?"

Question 18

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

Accepted Answer

A) WRCs should be described in terms of personal traits rather than behaviors. 
B) For lower level jobs, use personal traits as a portion of the criteria for selection. 
C) Use a demographically mixed set of experienced or trained interviewers. 
D) Use an unstructured interview format. 
A) WRCs should be described in terms of personal traits rather than behaviors. 
B) For lower level jobs, use personal traits as a portion of the criteria for selection. 
C) Use a demographically mixed set of experienced or trained interviewers. 
D) Use an unstructured interview format.

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) True 
 B)False

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.

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.

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

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

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

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

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

A selection interview focuses on all of the following EXCEPT:

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

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

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

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.

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

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

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

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.

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

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

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.

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.

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

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

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

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

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

A selection interview focuses on all of the following EXCEPT:

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

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

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

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.

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

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

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

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.

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

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