Question 1

Many employers today prefer telephone checks to letters of reference.

Accepted Answer

A) True 
 B)False  True

Question 2

The validity coefficient for "agreeableness" assessed during job interviews is shown to be higher than that of general intelligence.

Accepted Answer

A) True 
 B)False  True

Question 3

Based on available research evidence,it is reasonable to assume that employment interviews can be useful to assess the applied social skills of the interviewee.

Accepted Answer

A) True 
 B)False  True

Question 4

Available research evidence indicates that interviews are better at predicting the mental capabilities of job applicants than their job knowledge.

Accepted Answer

A) True 
 B)False

Question 5

When the interviewer uses the interview to brag about their successes or oversell the firm,it is referred to as:

Accepted Answer

A) interviewer domination 
B) interviewer oversell 
C) leading question structure 
D) interviewer attribution 
E) none of the above 
A) interviewer domination 
B) interviewer oversell 
C) leading question structure 
D) interviewer attribution 
E) none of the above

Question 6

Typical validity coefficients for behavioural description interviews are approximately:

Accepted Answer

A) 0.20 
B) 0.30 
C) 0.50 
D) 0.70 
E) over 0.80 
A) 0.20 
B) 0.30 
C) 0.50 
D) 0.70 
E) over 0.80

Question 7

Computer-assisted interviews:

Accepted Answer

A) produce more uniform results 
B) are generally not valid 
C) can pick up more cues about interviewees 
D) can result in greater workforce diversity 
E) C and D 
A) produce more uniform results 
B) are generally not valid 
C) can pick up more cues about interviewees 
D) can result in greater workforce diversity 
E) C and D

Question 8

Interviews are better at measuring the job knowledge of the applicant than his or her values.

Accepted Answer

A) True 
 B)False

Question 9

The interviewer's first response to the applicant's behaviour at the beginning of the interview is to attribute it to:

Accepted Answer

A) nervousness 
B) anxiety 
C) personality traits 
D) situational factors 
E) race of the applicant 
A) nervousness 
B) anxiety 
C) personality traits 
D) situational factors 
E) race of the applicant

Question 10

Which of the following questions is likely to validly assess a job applicant's job knowledge?

Accepted Answer

A) How many courses in recruitment and selection have you taken in the past? 
B) Which courses have you taken in recruitment and selection in the past? 
C) Did the courses you took in recruitment and selection teach you about behavioural description interviews? 
D) Based on your learning in the courses about recruitment and selection,would you recommend using behavioural description interviews? 
E) What are the steps in conducting a behavioural description interview? 
A) How many courses in recruitment and selection have you taken in the past? 
B) Which courses have you taken in recruitment and selection in the past? 
C) Did the courses you took in recruitment and selection teach you about behavioural description interviews? 
D) Based on your learning in the courses about recruitment and selection,would you recommend using behavioural description interviews? 
E) What are the steps in conducting a behavioural description interview?

Question 11

Available research evidence indicates that female interviewers rate female interviewees more harshly than male interviewers.

Accepted Answer

A) True 
 B)False

Question 12

Based on available research,interviews are best suited to assess job applicants':

Accepted Answer

A) mental ability 
B) job knowledge 
C) organizational loyalty 
D) integrity 
E) ethical standards 
A) mental ability 
B) job knowledge 
C) organizational loyalty 
D) integrity 
E) ethical standards

Question 13

Which of the following is/are strengths of an employment interview?

Accepted Answer

A) It facilitates two-way interaction. 
B) It can improve the firm's public image. 
C) It can assess applicant's personality better than employment tests. 
D) A and B are strengths. 
E) A,B,and C are strengths. 
A) It facilitates two-way interaction. 
B) It can improve the firm's public image. 
C) It can assess applicant's personality better than employment tests. 
D) A and B are strengths. 
E) A,B,and C are strengths.

Question 14

When _____ is present,interviewers seek information that supports viewpoints that they already hold of the interviewee.

Accepted Answer

A) recency bias 
B) confirmatory bias 
C) perceptual bias 
D) cognitive limitation 
E) pre-conceived knowledge structure 
A) recency bias 
B) confirmatory bias 
C) perceptual bias 
D) cognitive limitation 
E) pre-conceived knowledge structure

Question 15

Leading questions "telegraph" desired answers to the interviewee.

Accepted Answer

A) True 
 B)False

Question 16

Knowledge structures are an interviewer's valid assumptions about job specifications.

Accepted Answer

A) True 
 B)False

Question 17

Employment interviews,unlike screening interviews,focus on the general characteristics of applicants to eliminate obvious misfits.

Accepted Answer

A) True 
 B)False

Question 18

Asking applicants for a position of a project manager in a construction firm questions about PERT/CPM is an example of an attempt to assess person-organization fit.

Accepted Answer

A) True 
 B)False

Question 19

Attempts by interviewees to create a favourable impression by monitoring and responding to interviewer reactions is referred to as:

Accepted Answer

A) cognitive management 
B) impression management 
C) leading the interview 
D) communication through non-verbal behaviours 
E) interviewee domination 
A) cognitive management 
B) impression management 
C) leading the interview 
D) communication through non-verbal behaviours 
E) interviewee domination

Question 20

A question such as "Have you taken any courses in human resource management?" is a useful interview question to assess the applicant's job knowledge.

Accepted Answer

A) True 
 B)False

Many employers today prefer telephone checks to letters of reference.

The validity coefficient for "agreeableness" assessed during job interviews is shown to be higher than that of general intelligence.

Based on available research evidence,it is reasonable to assume that employment interviews can be useful to assess the applied social skills of the interviewee.

Available research evidence indicates that interviews are better at predicting the mental capabilities of job applicants than their job knowledge.

When the interviewer uses the interview to brag about their successes or oversell the firm,it is referred to as:

Typical validity coefficients for behavioural description interviews are approximately:

Computer-assisted interviews:

Interviews are better at measuring the job knowledge of the applicant than his or her values.

The interviewer's first response to the applicant's behaviour at the beginning of the interview is to attribute it to:

Which of the following questions is likely to validly assess a job applicant's job knowledge?

Available research evidence indicates that female interviewers rate female interviewees more harshly than male interviewers.

Based on available research,interviews are best suited to assess job applicants':

Which of the following is/are strengths of an employment interview?

When _____ is present,interviewers seek information that supports viewpoints that they already hold of the interviewee.

Leading questions "telegraph" desired answers to the interviewee.

Knowledge structures are an interviewer's valid assumptions about job specifications.

Employment interviews,unlike screening interviews,focus on the general characteristics of applicants to eliminate obvious misfits.

Asking applicants for a position of a project manager in a construction firm questions about PERT/CPM is an example of an attempt to assess person-organization fit.

Attempts by interviewees to create a favourable impression by monitoring and responding to interviewer reactions is referred to as:

A question such as "Have you taken any courses in human resource management?" is a useful interview question to assess the applicant's job knowledge.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Use of Tests in Selection

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters

Exam 8: Interviews and Reference Checks

Many employers today prefer telephone checks to letters of reference.

The validity coefficient for "agreeableness" assessed during job interviews is shown to be higher than that of general intelligence.

Based on available research evidence,it is reasonable to assume that employment interviews can be useful to assess the applied social skills of the interviewee.

Available research evidence indicates that interviews are better at predicting the mental capabilities of job applicants than their job knowledge.

When the interviewer uses the interview to brag about their successes or oversell the firm,it is referred to as:

Typical validity coefficients for behavioural description interviews are approximately:

Computer-assisted interviews:

Interviews are better at measuring the job knowledge of the applicant than his or her values.

The interviewer's first response to the applicant's behaviour at the beginning of the interview is to attribute it to:

Which of the following questions is likely to validly assess a job applicant's job knowledge?

Available research evidence indicates that female interviewers rate female interviewees more harshly than male interviewers.

Based on available research,interviews are best suited to assess job applicants':

Which of the following is/are strengths of an employment interview?

When _____ is present,interviewers seek information that supports viewpoints that they already hold of the interviewee.

Leading questions "telegraph" desired answers to the interviewee.

Knowledge structures are an interviewer's valid assumptions about job specifications.

Employment interviews,unlike screening interviews,focus on the general characteristics of applicants to eliminate obvious misfits.

Asking applicants for a position of a project manager in a construction firm questions about PERT/CPM is an example of an attempt to assess person-organization fit.

Attempts by interviewees to create a favourable impression by monitoring and responding to interviewer reactions is referred to as:

A question such as "Have you taken any courses in human resource management?" is a useful interview question to assess the applicant's job knowledge.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Use of Tests in Selection

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters