Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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 3

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 4

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 5

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.

Accepted Answer

A) True 
 B)False

Question 6

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

Question 7

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 8

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

Accepted Answer

A) True 
 B)False

Question 9

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 10

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

Accepted Answer

A) the generation of critical incidents 
B) review of the behavioral dimensions and identification of each as essentially describing either maximum or typical performance of the individual 
C) Each question is formed with appropriate probes (follow-up questions) 
D) identifying and rating critical tasks 
A) the generation of critical incidents 
B) review of the behavioral dimensions and identification of each as essentially describing either maximum or typical performance of the individual 
C) Each question is formed with appropriate probes (follow-up questions) 
D) identifying and rating critical tasks

Question 11

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 12

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

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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 15

What is "structured" about a structured interview?

Accepted Answer

A) Different questions are asked of each applicant, but they are determined before the interview takes place. 
B) Information is collected about the same topics from all applicants. 
C) The tone of the interview is formal, thereby increasing the likelihood that job-related information will be exchanged. 
D) The applicant is given a list of possible questions to prepare for before the interview. 
A) Different questions are asked of each applicant, but they are determined before the interview takes place. 
B) Information is collected about the same topics from all applicants. 
C) The tone of the interview is formal, thereby increasing the likelihood that job-related information will be exchanged. 
D) The applicant is given a list of possible questions to prepare for before the interview.

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

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

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

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

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.

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

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.

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

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.

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

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

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

When are job knowledge questions appropriate in an interview?

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

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

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

What is "structured" about a structured interview?

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

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

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.

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

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

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

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.

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

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.

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

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.

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

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

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

When are job knowledge questions appropriate in an interview?

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

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

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

What is "structured" about a structured interview?

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

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

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.

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