Question 1

How do situational interviews differ from behavioral interviews?

Accepted Answer

A)  situational interviews are based on an applicant's responses to actual past situations 
B)  situational interviews are based on how an applicant might behave in a hypothetical situation 
C)  situational interviews ask applicants job-related questions to assess their knowledge and skills 
D)  behavioral interviews ask applicants to describe their emotions in different hypothetical situations 
E)  behavioral interviews probe for an applicant's weaknesses by occasionally asking rude questions 
A)  situational interviews are based on an applicant's responses to actual past situations 
B)  situational interviews are based on how an applicant might behave in a hypothetical situation 
C)  situational interviews ask applicants job-related questions to assess their knowledge and skills 
D)  behavioral interviews ask applicants to describe their emotions in different hypothetical situations 
E)  behavioral interviews probe for an applicant's weaknesses by occasionally asking rude questions

Question 2

Which of the following is the most commonly used selection tool?

Accepted Answer

A)  telephone reference 
B)  reference letter 
C)  interview 
D)  personality test 
E)  work sampling technique 
A)  telephone reference 
B)  reference letter 
C)  interview 
D)  personality test 
E)  work sampling technique

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.

Accepted Answer

A) True 
 B)False

Question 5

Companies generally conduct structured situational interviews using a panel,rather than sequentially.

Accepted Answer

A) True 
 B)False

Question 6

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

Accepted Answer

A)  situational 
B)  behavioral 
C)  subjective 
D)  puzzle 
E)  stress 
A)  situational 
B)  behavioral 
C)  subjective 
D)  puzzle 
E)  stress

Question 7

All of the following are guidelines for conducting an effective interview EXCEPT ________.

Accepted Answer

A)  scheduling a private room for the interview 
B)  taking brief notes during the interview 
C)  reviewing the candidate's qualifications before the interview 
D)  showing courtesy and friendliness towards the candidate 
E)  asking the candidate questions that require yes or no answers 
A)  scheduling a private room for the interview 
B)  taking brief notes during the interview 
C)  reviewing the candidate's qualifications before the interview 
D)  showing courtesy and friendliness towards the candidate 
E)  asking the candidate questions that require yes or no answers

Question 8

Which of the following is the most likely outcome of using the same questions with all candidates being interviewed?

Accepted Answer

A)  favorable responses 
B)  weaknesses revealed 
C)  reduction of bias 
D)  expression of interest 
E)  limited reliability 
A)  favorable responses 
B)  weaknesses revealed 
C)  reduction of bias 
D)  expression of interest 
E)  limited reliability

Question 9

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.

Accepted Answer

A) True 
 B)False

Question 10

Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.

Accepted Answer

A) True 
 B)False

How do situational interviews differ from behavioral interviews?

Which of the following is the most commonly used selection tool?

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

The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.

Companies generally conduct structured situational interviews using a panel,rather than sequentially.

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

All of the following are guidelines for conducting an effective interview EXCEPT ________.

Which of the following is the most likely outcome of using the same questions with all candidates being interviewed?

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.

Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 7: Interviewing Candidates

How do situational interviews differ from behavioral interviews?

Which of the following is the most commonly used selection tool?

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

The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.

Companies generally conduct structured situational interviews using a panel,rather than sequentially.

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

All of the following are guidelines for conducting an effective interview EXCEPT ________.

Which of the following is the most likely outcome of using the same questions with all candidates being interviewed?

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.

Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.

Introduction to Human Resource Management

Equal Opportunity and the Law

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters