Exam 7: Interviewing Candidates

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When interviewing disabled people, interviewers tend to avoid directly addressing the disability, which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.

(True/False)

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Question 101

The following are interviewing errors to avoid EXCEPT ________.

(Multiple Choice)

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Question 102

Which of the following interview formats will most likely result in the highest validity?

(Multiple Choice)

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Question 103

First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates.

(True/False)

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Question 104

All structured interviews specify acceptable answers for each question.

(True/False)

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Question 105

What is the first step in conducting an effective interview?

(Multiple Choice)

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Question 106

Which question below is an example of a behavioral question?

(Multiple Choice)

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Question 107

The primary purpose of conducting a stress interview is to determine ________.

(Multiple Choice)

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Question 108

Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.

(True/False)

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Question 109

Because EEOC testers are not really seeking employment, they do not have legal standing in court to charge unlawful discriminatory hiring practices.

(True/False)

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Question 110

Showing 101 - 110 of 110

When interviewing disabled people, interviewers tend to avoid directly addressing the disability, which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.

The following are interviewing errors to avoid EXCEPT ________.

Which of the following interview formats will most likely result in the highest validity?

First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates.

All structured interviews specify acceptable answers for each question.

What is the first step in conducting an effective interview?

Which question below is an example of a behavioral question?

The primary purpose of conducting a stress interview is to determine ________.

Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.

Because EEOC testers are not really seeking employment, they do not have legal standing in court to charge unlawful discriminatory hiring practices.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Employee Testing and Selection

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Building Positive Employee Relations

Labor Relations and Collective Bargaining

Safety, Health, and Risk Management

Managing Global Human Resources

Managing Human Resources in Small and Entrepreneurial Firms

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