Professional Documents
Culture Documents
Multiple Choice
123
5. During a(n) _____ interview, a supervisor and an employee discuss the
employees performance and future actions and goals.
a. selection
b. appraisal
c. exit
d. preview
e. structured
(b; easy; p. 236)
124
10. An advantage of unstructured interviews is that they provide _____.
a. consistency across candidates
b. reduced subjectivity
c. lower potential for bias
d. enhanced ability to withstand legal challenge
e. an ability to pursue follow-up questions as they develop
(e; moderate; p. 237)
125
14. What type of interview might include the statement, Tell me about a time
when you worked successfully in a team environment?
a. situational
b. behavioral
c. stress
d. puzzle
e. directive
(b; moderate; p. 237)
16. What type of interview might include the following statement? Imagine
that you have just been assigned the task of winning the business of our
competitions biggest client. How would you proceed?
a. situational
b. behavioral
c. stress
d. puzzle
e. directive
(a; moderate; p. 237)
17. In a _____ interview, the interviewer tries to deduce what the applicants
on-the-job performance will be based on his or her answers to questions
about past experiences.
a. structured
b. situational
c. job-related
d. stress
e. puzzle
(c; moderate; p. 237)
126
18. A job-related interview is, by definition, as type of _____ interview.
a. structured
b. behavioral
c. situational
d. unstructured
e. stress
(b; difficult; p. 237)
21. What type of interview might include the statement, It must be difficult to
leave a company after such accusations of unethical behavior. Tell me
about that?
a. situational
b. behavioral
c. stress
d. puzzle
e. directive
(c; moderate; p. 241)
127
22. Which of the following is an example of a puzzle question?
a. I see youve changed jobs four times in the last two years. Ive
always felt that frequent job changes reflect irresponsible and
immature behavior.
b. Which courses did you like best in business school?
c. Mike and Todd have $21 between them. Mike has $20 more than
Todd has. How much has Mike and how much has Todd?
d. Why are you leaving your current position?
e. Can you tell me about a time in the past when you used leadership
skills to handle a difficult situation?
(c; moderate; p. 241)
128
26. Kevin is interviewing for a position as a public relations specialist in a
communications firm. He first meets with the HR manager. Afterwards, he
meets with the person who would be his direct supervisor. Finally, he
meets with the company president. Kevin is experiencing a _____
interview.
a. board
b. panel
c. sequential
d. structured
e. nondirective
(c; moderate; p. 243)
29. A mass interview differs from traditional panel interviews in that the team
of interviewers interviews _____.
a. several candidates simultaneously
b. several candidates serially
c. several candidates sequentially
d. each candidate by using sub-groups of the team
e. candidates in front of other employees
(a; moderate; p. 243)
129
30. Kimberly is interviewing along with several other talented candidates for a
position as a journalist at a newspaper. A team of interviewers will meet
with all the candidates at once. The team will pose problems to the
candidates and see which candidate takes the lead in formulating an
answer. This is an example of a _____ interview.
a. serial
b. sequential
c. board
d. mass
e. panel
(d; moderate; p. 243)
33. Which interview format listed below should result in the highest validity?
a. structured, situational
b. unstructured, situational
c. structured, behavioral
d. unstructured, behavioral
e. structured, job-related
(a; moderate; p. 243)
34. _____ means that the order in which an interviewer sees applicants affects
how the candidates are rated.
a. Context error
b. Contrast error
c. Order effect
d. Recency error
e. Primacy effect
(b; moderate; p. 247)
130
35. Jill is interviewing six candidates for a position as an entry-level
management trainee. The first two candidates were judged unfavorable.
The third candidate was just average, but Jill was so pleased to find an
acceptable candidate after the first two interviews that she assigned a
better rating to candidate 3. This is an example of a _____.
a. context error
b. contrast error
c. order effect
d. recency error
e. primacy effect
(b; moderate; p. 247)
36. The team holding the interviews for new auditors is behind in its recruiting
quota. The team is most likely to rate the applicants _____ in this
situation.
a. negatively
b. positively
c. neutrally
d. unacceptable
e. there is not enough information to determine
(b; moderate; p. 247)
131
39. All of the following characteristics tend to result in more positive
assessments of job candidates by interviewers except _____.
a. male gender
b. physical attractiveness
c. extraverted behavior
d. poise
e. all of the above tend to influence interviewers in a positive manner
(e; easy; p. 248)
40. The EEOC uses _____, who apply for employment which they do not
intend to accept, for the sole purpose of uncovering unlawful
discriminatory hiring practices.
a. spies
b. moles
c. testers
d. mystery applicants
e. applicants
(c; moderate; p. 250)
41. When an interviewer makes a statement like This job requires handling a
lot of stress. You can do that, cant you? he or she has used _____ to
provide a subtle cue as to the desired response.
a. leading
b. telegraphing
c. socially desirable responding
d. cueing
e. foreshadowing
(b; moderate; p. 249)
42. What interviewer behaviors can interfere with the interview process?
a. talking too much
b. telegraphing
c. playing psychologist
d. letting the applicant dominate the interview
e. all of the above
(e; easy; p. 249)
43. What is the first step in developing a guide for structured situational
interviews?
a. rate the jobs main duties
b. create interview questions
c. write a job description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(c; easy; p. 251)
132
44. The second step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the jobs main duties
b. create interview questions
c. write a job description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(a; moderate; p. 251)
45. The third step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the jobs main duties
b. create interview questions
c. write a job description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(b; moderate; p. 251)
46. The fourth step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the jobs main duties
b. create interview questions
c. write a job description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(d; moderate; p. 251)
48. When interviewers write a job description with a list of job duties,
required knowledge, skills, abilities and other worker qualifications, they
are _____.
a. analyzing the job
b. rating the jobs duties
c. creating interview questions
d. creating benchmark answers
e. appointing the interview panel
(a; easy; p. 251)
133
49. How many interviewers are usually on an interview panel for structured
situational interviews?
a. 3 or less
b. 3-6
c. 6-9
d. 10 or more
e. it varies
(b; moderate; p. 251)
50. All of the following are ways that interviewers can control the interview
except _____.
a. limit interviewers follow-up questions
b. ensure that all interviewees get the same questions
c. use a large number of questions
d. prohibit questions from candidates until the end of the interview
e. use multiple interviewers or panel interviews
(e; moderate; p. 253)
52. When interviewers put too much weight on the last few minutes of the
interview, the _____ has occurred.
a. context error
b. contrast error
c. order effect
d. recency effect
e. primacy effect
(d; moderate; p. 253)
134
54. Rejected candidates who receive an explanation detailing why the
employer rejected them tended to do all of the following except _____.
a. feel the process was fair
b. speak more highly of the employer
c. legally dispute the decision
d. apply for jobs again with the firm
e. rejected candidates tend to all of the above
(c; difficult; p. 255)
55. Which of the following is not one of the four specific factors a manager
should probe for in an interview?
a. intellectual factor
b. motivation factor
c. extracurricular activities factor
d. personality factor
e. knowledge and experience factor
(c; moderate; p. 257)
57. The second step a manager should consider when conducting interviews
without a thoroughly-developed structured situational interview guide is to
_____.
a. prepare for the interview
b. devise a plan for the interview
c. identify specific factors to probe for during the interview
d. ask questions about significant areas in a candidates life
e. match the candidate to the job
(c; easy; p. 257)
58. The final step a manager should consider when conducting interviews
without a thoroughly-developed structured situational guide is to _____.
a. prepare for the interview
b. devise a plan for the interview
c. probe specific factors during the interview
d. ask questions about significant areas in a candidates life
e. match the candidate to the job
(e; easy; p. 257)
135
59. Which question below is an example of a job knowledge question?
a. Suppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. What would you do?
b. Based on your past work experience, what is the most significant
action you have ever taken to help out a co-worker?
c. What work experiences, training, or other qualifications do you have
for working in a teamwork environment?
d. What factors should one consider when developing a television
advertising campaign?
e. What experience have you had with direct point-of-purchase sales?
(d; moderate; p. 241)
136
62. Which question below is an example of a background question?
a. Suppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. What would you do?
b. Based on your past work experience, what is the most significant
action you have ever taken to help out a co-worker?
c. What steps would you follow to conduct a brainstorming session with
a group of employees on safety?
d. What factors should one consider when developing a television
advertising campaign?
e. What experience have you had with direct point-of-purchase sales?
(e; moderate; p. 241)
63. Consider the question: Suppose you saw a co-worker who was not
following standard work procedures. The co-worker claimed that the new
procedure was better. What would you do? What type of question is this?
a. background question
b. past behavior question
c. situational question
d. job knowledge question
e. structured question
(c; moderate; p. 241)
64. Consider the question: Can you provide an example of a specific instance
where you provided leadership in a difficult situation? What type of
question is this?
a. background question
b. behavioral question
c. situational question
d. job knowledge question
e. structured question
(b; moderate; p. 241)
65. Consider the question: What work experience do you have in marketing
and sales? What type of question is this?
a. background question
b. behavioral question
c. situational question
d. job knowledge question
e. structured question
(a; moderate; p. 241)
137
66. Consider the question: What factors should be considered when
developing a customer database? What type of question is this?
a. background question
b. past behavior question
c. situational question
d. job knowledge question
e. structured question
(d; moderate; p. 241)
69. Interview questions that probe for self-defeating behaviors and explore a
persons past interpersonal relationships seek information regarding a
candidates _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. experience
(c; moderate; p. 256)
70. Situational questions like How would you organize a sales effort? seek
information regarding a candidates _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. leadership
(d; moderate; p. 256)
138
True/ False
71. The interview is the most widely used personnel selection procedure. (T;
easy; p. 236)
72. Exit interviews follow a performance appraisal and focus on a discussion
of the employees rating and possible remedial actions. (F; easy; p. 236)
73. Nondirective interviews follow no set format so the interviewer can ask
follow-up questions and pursue points of interest as they develop. (T; easy;
p. 236)
74. Nonstructured interviews are preferred to directive interviews because
they are more reliable and valid. (F; moderate; p. 236)
75. Nondirective interviews can be described as a general conversation. (T;
easy; p. 236)
76. All structured interviews specify acceptable answers for each question. (F;
moderate; p. 236)
77. Behavioral interviews ask interviewees to describe how they would react
to a hypothetical situation at some point in the future. (F; moderate; p.
237)
78. Recruiters for technical and finance positions like to use job knowledge
questions to assess how candidates perform under pressure. (F; moderate;
p. 241)
79. Most interviews are one-on-one. (T; easy; p. 243)
80. Computer-aided interviews are primarily used for essay questions. (F;
easy; p. 244)
81. Some firms use the Web to assist in the employee interview process
through the use of automated video-based interview systems. (T; easy; p.
245)
82. First impressions created from candidate application forms and personal
appearance can affect interviewer ratings of candidates. (T; easy; p. 246)
83. Structured interviews have validities about twice those of unstructured
interviews. (T; moderate; p. 246)
84. Behavioral interviews yield a higher mean validity than do situational
interviews. (F; difficult; p. 246)
85. Interviewers tend to be more influenced by unfavorable than favorable
information about a candidate. (T; moderate; p. 246)
86. Interviewers tend to rate candidates who promote themselves and use
impression management tactics more poorly on candidate-job fit. (F; easy;
p. 247)
87. When interviewing disabled people, interviewers tend to avoid directly
addressing the disability which limits their ability to get relevant
information about the candidates ability to do the job. (T; moderate; p.
250)
88. Under the EEOC guidelines, an interviewer must limit his or her questions
to whether an applicant has any physical or mental impairment that may
interfere with his or her ability to perform the jobs essential tasks. (F;
difficult; p. 250)
139
89. The EEOC uses testers who apply for employment which they do not
intend to accept for the purpose of uncovering unlawful discriminatory
hiring practices. (T; moderate; p. 250)
90. Because EEOC tests are not really seeking employment, they do not have
legal standing in court to charge unlawful discriminatory hiring practices.
(F; moderate; p. 250)
91. Understanding potential interview problems is important for avoiding
them. (T; easy; p. 249)
92. A structured behavioral interview contains a series of hypothetical job-
oriented questions with predetermined answers that interviewers ask of all
applicants for the job. (F; difficult; p. 249)
93. In the job analysis portion of developing structured situational interviews,
each job duty should be evaluated based on its importance to job success
and the time required to perform it compared to other tasks. (F; difficult;
p. 249)
94. Structured situational interviews contain situational questions, job
knowledge questions, and willingness questions. (T; moderate; p. 251)
95. Willingness questions assess an applicants ability to meet the job
requirements. (F; easy; p. 251)
96. Companies generally conduct structured situational interviews using a
panel, rather than sequentially. (T; moderate; p. 251)
97. Typically, the employees who write the structured situational interview
questions and benchmark answers are different from the employees who
conduct the interview. (F; moderate; p. 251)
98. When rejecting a job candidate, it is best to refrain from providing an
explanation detailing the reason for the rejection because candidates feel
that the process is fairer when they dont know the reason for the rejection.
(F; difficult; p. 255)
99. Employers may not explain why candidates are rejected, despite the
positive reasons for doing so, because of the possible threat of legal
dispute. (T; easy; p. 255)
100. Three dimensions of interview structure (having objective, job-related
questions; standardizing interview administration; and having multiple
interviewers) were related to verdicts in favor of employers in a study of
federal district court cases of alleged employment interview
discrimination. (T; moderate; p. 256)
140
Essay/ Short Answer
101. What three ways can selection interviews be classified? What are the
resulting types of interviews? (easy; p. 236)
103. Some interviewers have difficulty getting the best information when
interviewing disabled people who use assistive technology because they
try avoid directly discussing the disability. Give five examples of
questions that could be useful when interviewing someone who uses
assistive technology at work. (moderate; p. 250)
141
104. Explain why structured situational interviews tend to yield more reliable
responses than structured behavioral interviews. (difficult; p. 252)
Answer: The five steps in the procedure are 1) job analysis, 2) rate the
jobs main duties, 3) create interview questions, 4) create benchmark
answers, and 5) appoint the interview panel and conduct interviews.
Answer: The three types of questions are situational, job knowledge, and
willingness. Situational questions pose a hypothetical job situation such as
What would you do if the machine suddenly began heating up? Job
knowledge questions assess knowledge essential to job performance such
as What is HTML? Willingness questions gauge the applicants
willingness and motivation to meet the jobs requirements such as Are
you willing to travel for work?
Answer: The same panel members will interview all the candidates for a
specific job. They will review the job description, questions, and
benchmark answers before the interview. One panel member will
introduce the applicant and ask all of the questions of all applicants in the
interviews. All the panel members will record and rate the applicants
answers on a rating scale sheet. At the end of the procedure, one panel
member will explain the follow-up procedure and answer any questions
the applicant may have.
142
108. Even without following the procedures for developing structured
situational interviews, there are several things that can increase the
standardization of interviews. Name three of these suggestions. (moderate;
p. 252)
109. How can an employer protect itself from charges of discrimination in its
interview process? (moderate; p. 256)
110. There are four specific factors that should be probed in an interview. List
the four factors and explain each one. (easy; p. 257)
143
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