Interviewing Candidates

Multiple Choice
1. The _____ is considered by many to be the most important screening tool.
a. telephone reference
b. reference letter
c. selection interview
d. management assessment center
e. work sampling technique
(c easy p. !"#$
!. %(n$ _____ is a procedure designed to obtain information from a person
through oral responses to oral inquiries.
a. writing test
b. work sample simulation
c. interview
d. reference check
e. background check
(c easy p. !"#$
". &hen an interview is used to predict future 'ob performance on the basis of
an applicant(s oral responses to oral inquiries) it is called a(n$ _____
interview.
a. selection
b. appraisal
c. e*it
d. preview
e. structured
(a easy p. !"#$
+. &hen an interview follows a performance appraisal and focus on discussing
an employee(s performance rating) it is called a(n$ _____ interview.
a. selection
b. appraisal
c. e*it
d. preview
e. structured
(b easy p. !"#$
1
,. -uring a(n$ _____ interview) a supervisor and an employee discuss the
employee(s performance and future actions and goals.
a. selection
b. appraisal
c. e*it
d. preview
e. structured
(b easy p. !"#$
#. _____ interviews can provide insight into sources of dissatisfaction for
employees.
a. .election
b. %ppraisal
c. /*it
d. 0review
e. .tructured
(c easy p. !"#$
1. %nother word for unstructured interviews is _____.
a. directive
b. nondirective
c. unformatted
d. standardi2ed
e. content3free
(b easy p. !"#$
4. .tructured interviews are also referred to as _____ interviews.
a. directive
b. nondirective
c. unformatted
d. standardi2ed
e. content3free
(a easy p. !"#$
5. &hich of the following is a disadvantage of using structured interviews6
a. consistency across candidates
b. reduced sub'ectivity
c. lower potential for bias
d. enhanced ability to withstand legal challenge
e. lack of ability to pursue follow3up questions as they develop
(e moderate p. !"1$
!
17. %n advantage of unstructured interviews is that they provide _____.
a. consistency across candidates
b. reduced sub'ectivity
c. lower potential for bias
d. enhanced ability to withstand legal challenge
e. an ability to pursue follow3up questions as they develop
(e moderate p. !"1$
11. &hich type of interview could also be described as somewhat like a general
conversation6
a. nondirective
b. directive
c. standardi2ed
d. situational
e. all of the above
(a easy p. !"#$
1!. 8ow do situational interviews differ from behavioral interviews6
a. situational interviews are based on responses to past situations
b. situational interviews are based on how an applicant might behave in a
hypothetical situation
c. situational interviews utili2e predetermined situational questions and
answers
d. behavioral interviews ask applicants to describe their emotions in
different hypothetical situations
e. situational and behavioral interviews do not differ
(b difficult p. +$
1". &hich of the following statements is representative of what might be asked in
a behavioral interview6
a. 9Tell me about a time you showed leadership in a difficult situation.:
b. 9&e are concerned with employee pilferage. %s a manager here) how
would you go about discouraging this behavior6:
c. 9.uppose you were confronted with an angry customer who threatened
to sue the company. &hat would you do6:
d. 9/mployees in this division are frequently under a great deal of stress.
8ow do you think you would handle the stress of the position6:
e. 9;n this position) you would have the responsibility of hiring and firing
subordinates. ;magine that you have to fire an employee who is
consistently absent because he cares for an elderly parent. Tell me how
you would handle this situation.:
(a difficult p. !"1$
"
1+. &hat type of interview might include the statement) 9Tell me about a time
when you worked successfully in a team environment:6
a. situational
b. behavioral
c. stress
d. pu22le
e. directive
(b moderate p. !"1$
1,. &hich of the following statements is representative of what might be asked in
a situational interview6
a. 9Tell me about a time you showed leadership in a difficult situation.:
b. 98ow have you handled ethical dilemmas in the past6:
c. 9.uppose you were confronted with an angry customer who threatened
to sue the company. &hat would you do6:
d. 9Can you think of a time when you were especially proud of your
management skills6 Tell me about that.:
e. 9;n this position) you are responsible for hiring and firing subordinates.
8ave you ever fired anyone before6 Tell me how you handled the
situation.:
(c difficult p. !"1$
1#. &hat type of interview might include the following statement6 9;magine that
you have 'ust been assigned the task of winning the business of our
competition(s biggest client. 8ow would you proceed6:
a. situational
b. behavioral
c. stress
d. pu22le
e. directive
(a moderate p. !"1$
11. ;n a _____ interview) the interviewer tries to deduce what the applicant(s on3
the3'ob performance will be based on his or her answers to questions about
past e*periences.
a. structured
b. situational
c. 'ob3related
d. stress
e. pu22le
(c moderate p. !"1$
+
14. % 'ob3related interview is) by definition) as type of _____ interview.
a. structured
b. behavioral
c. situational
d. unstructured
e. stress
(b difficult p. !"1$
15. ;n a stress interview) the interviewer _____.
a. tries to deduce what the applicant(s on3the3'ob performance will be
based on his or her answers to questions about past e*periences
b. tries to make the applicant uncomfortable in order to spot sensitivity
c. gives a word problem to see how the candidates think under pressure
d. gives hypothetical situations for the applicant to respond to
e. tries to assess the strength of the applicant(s desire for success
(b moderate p. !+7$
!7. &hich of the following statements might be made by an interviewer in a
stress interview6
a. 9; see you(ve changed 'obs four times in the last two years. ;(ve
always felt that frequent 'ob changes reflect irresponsible and
immature behavior.:
b. 9&hich courses did you like best in business school6:
c. 9Mike and Todd have <!1 between them. Mike has <!7 more than
Todd has. 8ow much does Mike have and how much does Todd
have6:
d. 9&hy are you leaving your current position6:
e. 9Can you tell me about a time in the past when you used leadership
skills to handle a difficult situation6:
(a moderate p. !+1$
!1. &hat type of interview might include the statement) 9;t must be difficult to
leave a company after such accusations of unethical behavior. Tell me
about that:6
a. situational
b. behavioral
c. stress
d. pu22le
e. directive
(c moderate p. !+1$
,
!!. &hich of the following is an e*ample of a pu22le question6
a. 9; see you(ve changed 'obs four times in the last two years. ;(ve
always felt that frequent 'ob changes reflect irresponsible and
immature behavior.:
b. 9&hich courses did you like best in business school6:
c. 9Mike and Todd have <!1 between them. Mike has <!7 more than
Todd has. 8ow much has Mike and how much has Todd6:
d. 9&hy are you leaving your current position6:
e. 9Can you tell me about a time in the past when you used leadership
skills to handle a difficult situation6:
(c moderate p. !+1$
!". &hich of the following statements might be made by an interviewer in a 'ob3
related interview6
a. 9; see you(ve changed 'obs four times in the last two years. ;(ve
always felt that frequent 'ob changes reflect irresponsible and
immature behavior.:
b. 9.uppose you were confronted with an angry customer who threatened
to sue the company. &hat would you do6:
c. 9Mike and Todd have <!1 between them. Mike has <!7 more than
Todd has. 8ow much has Mike and how much has Todd6:
d. 9&hy are you leaving your current position6:
e. 9Can you tell me about a time in the past when you used leadership
skills to handle a difficult situation6:
(e difficult p. !+1$
!+. &hich of the following is an e*ample of a 'ob knowledge question6
a. 9&hat are the legal restrictions regarding the use of telemarketing for
consumers who have a past relationship with a company6:
b. 9.uppose you were confronted with an angry customer who threatened
to sue the company. &hat would you do6:
c. 9Mike and Todd have <!1 between them. Mike has <!7 more than
Todd has. 8ow much has Mike and how much has Todd6:
d. 9&hy are you leaving your current position6:
e. 9Can you tell me about a time in the past when you used leadership
skills to handle a difficult situation6:
(a difficult p. !+"$
!,. %nother term for panel interview is _____.
a. serial interview
b. board interview
c. sequential interview
d. computeri2ed interview
e. structured interview
(b easy p. !+"$
#
!#. =evin is interviewing for a position as a public relations specialist in a
communications firm. 8e first meets with the 8> manager. %fterwards) he
meets with the person who would be his direct supervisor. ?inally) he
meets with the company president. =evin is e*periencing a _____
interview.
a. board
b. panel
c. sequential
d. structured
e. nondirective
(c moderate p. !+"$
!1. ;n a board interview) a team of interviewers interviews the candidate in a
_____ fashion.
a. serial
b. sequential
c. simultaneous
d. systematic
e. symmetrical
(c moderate p. !+"$
!4. -r. >oss is interviewing for a position as %ssistant 0rofessor of 8uman
>esource Management. 8is interview is conducted by a team of other
faculty members in the department who interview him simultaneously and
then combine their ratings into one score. This is an e*ample of a _____
interview.
a. serial
b. panel
c. sequential
d. one3on3one
e. mass
(b moderate p. !+"$
!5. % 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 sub3groups of the team
e. candidates in front of other employees
(a moderate p. !+"$
1
"7. =imberly is interviewing along with several other talented candidates for a
position as a 'ournalist at a newspaper. % 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 e*ample of a _____ interview.
a. serial
b. sequential
c. board
d. mass
e. panel
(d moderate p. !+"$
"1. Typical computeri2ed interviews present questions in a(n$ _____ format) one
at a time.
a. essay
b. short answer
c. fill in the blank
d. multiple choice
e. all of the above
(d easy p. !++$
"!. &hich of the following is an advantage of computer3aided interviews6
a. reduction of time spent by managers on unacceptable candidates
b. reduction of influence of nonverbal behaviors
c. ability to measure response time to questions
d. less potential for influence of bias
e. all of the above
(e easy p. !++$
"". &hich interview format listed below should result in the highest validity6
a. structured) situational
b. unstructured) situational
c. structured) behavioral
d. unstructured) behavioral
e. structured) 'ob3related
(a moderate p. !+"$
"+. _____ means that the order in which an interviewer sees applicants affects
how the candidates are rated.
a. Conte*t error
b. Contrast error
c. @rder effect
d. >ecency error
e. 0rimacy effect
(b moderate p. !+1$
4
",. Aill is interviewing si* candidates for a position as an entry3level management
trainee. The first two candidates were 'udged unfavorable. The third
candidate was 'ust average) but Aill was so pleased to find an acceptable
candidate after the first two interviews that she assigned a better rating to
candidate ". This is an e*ample of a _____.
a. conte*t error
b. contrast error
c. order effect
d. recency error
e. primacy effect
(b moderate p. !+1$
"#. 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. !+1$
"1. Based on interviewer assessments of attractiveness and gender) which of the
following would most likely receive the highest rating for an e*ecutive
level position6
a. an attractive woman
b. an attractive man
c. an unattractive woman
d. an unattractive man
e. there are no such biases based on attractiveness and gender
(b easy p. !+4$
"4. % disadvantage of research on interviewer effects and biases is that _____.
a. the research is based on real 'obs
b. the research uses students as raters
c. the research is based on hypothetical 'obs
d. the research uses real employees
e. both b and c
(e moderate p. !+4$
5
"5. %ll of the following characteristics tend to result in more positive assessments
of 'ob candidates by interviewers e*cept _____.
a. male gender
b. physical attractiveness
c. e*traverted behavior
d. poise
e. all of the above tend to influence interviewers in a positive manner
(e easy p. !+4$
+7. The //@C 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. !,7$
+1. &hen an interviewer makes a statement like 9This 'ob requires handling a lot
of stress. Cou can do that) can(t you6: 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. !+5$
+!. &hat interviewer behaviors can interfere with the interview process6
a. talking too much
b. telegraphing
c. playing psychologist
d. letting the applicant dominate the interview
e. all of the above
(e easy p. !+5$
+". &hat is the first step in developing a guide for structured situational
interviews6
a. rate the 'ob(s main duties
b. create interview questions
c. write a 'ob description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(c easy p. !,1$
17
++. The second step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the 'ob(s main duties
b. create interview questions
c. write a 'ob description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(a moderate p. !,1$
+,. The third step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the 'ob(s main duties
b. create interview questions
c. write a 'ob description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(b moderate p. !,1$
+#. The fourth step in the procedure for developing a guide for structured
situational interviews is to _____.
a. rate the 'ob(s main duties
b. create interview questions
c. write a 'ob description
d. create benchmark answers
e. appoint the interview panel and conduct interviews
(d moderate p. !,1$
+1. &hich of the following types of questions is not typically part of a structured
situational interview6
a. situational questions
b. 'ob knowledge questions
c. ability questions
d. willingness questions
e. all question types used in structured situational interviews
(c difficult p. !,1$
+4. &hen interviewers write a 'ob description with a list of 'ob duties) required
knowledge) skills) abilities and other worker qualifications) they are
_____.
a. analy2ing the 'ob
b. rating the 'ob(s duties
c. creating interview questions
d. creating benchmark answers
e. appointing the interview panel
(a easy p. !,1$
11
+5. 8ow many interviewers are usually on an interview panel for structured
situational interviews6
a. " or less
b. "3#
c. #35
d. 17 or more
e. it varies
(b moderate p. !,1$
,7. %ll of the following are ways that interviewers can control the interview
e*cept _____.
a. limit interviewers( follow3up 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. !,"$
,1. ;nterviewers should be trained to _____.
a. avoid potentially discriminatory questions
b. avoid stereotyping minority candidates
c. base questions on 'ob3related information
d. understand //@ laws as they relate to the interview process
e. all of the above
(e easy p. !,"$
,!. &hen interviewers put too much weight on the last few minutes of the
interview) the _____ has occurred.
a. conte*t error
b. contrast error
c. order effect
d. recency effect
e. primacy effect
(d moderate p. !,"$
,". &hich of the following is an important consideration when asking questions
in the interview6
a. refrain from asking questions that can be answered yes or no
b. refrain from telegraphing the desired answer
c. refrain from talking too much during the interview
d. listen actively to the candidate(s responses
e. all of the above
(e easy p. !,"$
1!
,+. >e'ected candidates who receive an e*planation detailing why the employer
re'ected them tended to do all of the following e*cept _____.
a. feel the process was fair
b. speak more highly of the employer
c. legally dispute the decision
d. apply for 'obs again with the firm
e. re'ected candidates tend to all of the above
(c difficult p. !,,$
,,. &hich of the following is not one of the four specific factors a manager
should probe for in an interview6
a. intellectual factor
b. motivation factor
c. e*tracurricular activities factor
d. personality factor
e. knowledge and e*perience factor
(c moderate p. !,1$
,#. Managers without a well3developed structured situational interview guide
should still follow several steps to ensure a good interview process. The
first step 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 candidate(s life
e. match the candidate to the 'ob
(a easy p. !,1$
,1. The second step a manager should consider when conducting interviews
without a thoroughly3developed 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 candidate(s life
e. match the candidate to the 'ob
(c easy p. !,1$
,4. The final step a manager should consider when conducting interviews
without a thoroughly3developed 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 candidate(s life
e. match the candidate to the 'ob
(e easy p. !,1$
1"
,5. &hich question below is an e*ample of a 'ob knowledge question6
a. 9.uppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. &hat would you do6:
b. 9Based on your past work e*perience) what is the most significant
action you have ever taken to help out a co3worker6:
c. 9&hat work e*periences) training) or other qualifications do you have
for working in a teamwork environment6:
d. 9&hat factors should one consider when developing a television
advertising campaign6:
e. 9&hat e*perience have you had with direct point3of3purchase sales6:
(d moderate p. !+1$
#7. &hich question below is an e*ample of a situational question6
a. 9.uppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. &hat would you do6:
b. 9Based on your past work e*perience) what is the most significant
action you have ever taken to help out a co3worker6:
c. 9&hat work e*periences) training) or other qualifications do you have
for working in a teamwork environment6:
d. 9&hat factors should one consider when developing a television
advertising campaign6:
e. 9&hat e*perience have you had with direct point3of3purchase sales6:
(a moderate p. !+1$
#1. &hich question below is an e*ample of a past behavior question6
a. 9.uppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. &hat would you do6:
b. 9Based on your past work e*perience) what is the most significant
action you have ever taken to help out a co3worker6:
c. 9&hat work e*periences) training) or other qualifications do you have
for working in a teamwork environment6:
d. 9&hat factors should one consider when developing a television
advertising campaign6:
e. 9&hat e*perience have you had with direct point3of3purchase sales6:
(b moderate p. !+1$
1+
#!. &hich question below is an e*ample of a background question6
a. 9.uppose you were giving a sales presentation and a difficult technical
question arose that you could not answer. &hat would you do6:
b. 9Based on your past work e*perience) what is the most significant
action you have ever taken to help out a co3worker6:
c. 9&hat steps would you follow to conduct a brainstorming session with
a group of employees on safety6:
d. 9&hat factors should one consider when developing a television
advertising campaign6:
e. 9&hat e*perience have you had with direct point3of3purchase sales6:
(e moderate p. !+1$
#". Consider the questionD 9.uppose you saw a co3worker who was not following
standard work procedures. The co3worker claimed that the new procedure
was better. &hat would you do6: &hat type of question is this6
a. background question
b. past behavior question
c. situational question
d. 'ob knowledge question
e. structured question
(c moderate p. !+1$
#+. Consider the questionD 9Can you provide an e*ample of a specific instance
where you provided leadership in a difficult situation6: &hat type of
question is this6
a. background question
b. behavioral question
c. situational question
d. 'ob knowledge question
e. structured question
(b moderate p. !+1$
#,. Consider the questionD 9&hat work e*perience do you have in marketing and
sales6: &hat type of question is this6
a. background question
b. behavioral question
c. situational question
d. 'ob knowledge question
e. structured question
(a moderate p. !+1$
1,
##. Consider the questionD 9&hat factors should be considered when developing
a customer database6: &hat type of question is this6
a. background question
b. past behavior question
c. situational question
d. 'ob knowledge question
e. structured question
(d moderate p. !+1$
#1. ;nterview questions designed to assess such things as comple*ity of tasks the
person has performed seek to probe the candidate(s _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. e*perience
(b moderate p. !,#$
#4. ;nterview questions designed to probe such areas as a person(s aspirations and
energy level seek information regarding a candidate(s _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. e*perience
(a moderate p. !,#$
#5. ;nterview questions that probe for self3defeating behaviors and e*plore a
person(s past interpersonal relationships seek information regarding a
candidate(s _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. e*perience
(c moderate p. !,#$
17. .ituational questions like 98ow would you organi2e a sales effort6: seek
information regarding a candidate(s _____ factor.
a. motivation
b. intellectual
c. personality
d. knowledge
e. leadership
(d moderate p. !,#$
1#
TrueE ?alse
11. The interview is the most widely used personnel selection procedure. (T
easy p. !"#$
1!. /*it interviews follow a performance appraisal and focus on a discussion of
the employee(s rating and possible remedial actions. (? easy p. !"#$
1". Fondirective interviews follow no set format so the interviewer can ask
follow3up questions and pursue points of interest as they develop. (T easy
p. !"#$
1+. Fonstructured interviews are preferred to directive interviews because they
are more reliable and valid. (? moderate p. !"#$
1,. Fondirective interviews can be described as a general conversation. (T easy
p. !"#$
1#. %ll structured interviews specify acceptable answers for each question. (?
moderate p. !"#$
11. Behavioral interviews ask interviewees to describe how they would react to a
hypothetical situation at some point in the future. (? moderate p. !"1$
14. >ecruiters for technical and finance positions like to use 'ob knowledge
questions to assess how candidates perform under pressure. (? moderate
p. !+1$
15. Most interviews are one3on3one. (T easy p. !+"$
47. Computer3aided interviews are primarily used for essay questions. (? easy p.
!++$
41. .ome firms use the &eb to assist in the employee interview process through
the use of automated video3based interview systems. (T easy p. !+,$
4!. ?irst impressions created from candidate application forms and personal
appearance can affect interviewer ratings of candidates. (T easy p. !+#$
4". .tructured interviews have validities about twice those of unstructured
interviews. (T moderate p. !+#$
4+. Behavioral interviews yield a higher mean validity than do situational
interviews. (? difficult p. !+#$
4,. ;nterviewers tend to be more influenced by unfavorable than favorable
information about a candidate. (T moderate p. !+#$
4#. ;nterviewers tend to rate candidates who promote themselves and use
impression management tactics more poorly on candidate3'ob fit. (? easy
p. !+1$
41. &hen 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 'ob. (T moderate p.
!,7$
44. Gnder the //@C 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 'ob(s essential tasks. (?
difficult p. !,7$
11
45. The //@C 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. !,7$
57. Because //@C tests are not really seeking employment) they do not have
legal standing in court to charge unlawful discriminatory hiring practices.
(? moderate p. !,7$
51. Gnderstanding potential interview problems is important for avoiding them.
(T easy p. !+5$
5!. % structured behavioral interview contains a series of hypothetical 'ob3
oriented questions with predetermined answers that interviewers ask of all
applicants for the 'ob. (? difficult p. !+5$
5". ;n the 'ob analysis portion of developing structured situational interviews)
each 'ob duty should be evaluated based on its importance to 'ob success
and the time required to perform it compared to other tasks. (? difficult
p. !+5$
5+. .tructured situational interviews contain situational questions) 'ob knowledge
questions) and willingness questions. (T moderate p. !,1$
5,. &illingness questions assess an applicant(s ability to meet the 'ob
requirements. (? easy p. !,1$
5#. Companies generally conduct structured situational interviews using a panel)
rather than sequentially. (T moderate p. !,1$
51. Typically) the employees who write the structured situational interview
questions and benchmark answers are different from the employees who
conduct the interview. (? moderate p. !,1$
54. &hen re'ecting a 'ob candidate) it is best to refrain from providing an
e*planation detailing the reason for the re'ection because candidates feel
that the process is fairer when they don(t know the reason for the re'ection.
(? difficult p. !,,$
55. /mployers may not e*plain why candidates are re'ected) despite the positive
reasons for doing so) because of the possible threat of legal dispute. (T
easy p. !,,$
177. Three dimensions of interview structure (having ob'ective) 'ob3related
questions standardi2ing 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. !,#$
14
/ssayE .hort %nswer
171. &hat three ways can selection interviews be classified6 &hat are the
resulting types of interviews6 (easy p. !"#$
%nswerD .election interviews can be classified according to 1$ how
structured they are) !$ their content) and "$ how they are administered.
.tructure can range from unstructured to structured. Content
classifications are situational or behavioral. /*amples include 'ob3related
interviews and stress interviews. ;nterviews can be administered by one
person or by a panel of interviewers. ;nterviews may also be computer3
administered.
17!. 8ow do nonverbal behaviors and impression management affect
interviewer ratings of candidates6 (moderate p. !+1$
%nswerD %n applicant(s nonverbal behavior and use of impression
management can have a large impact on his or her rating. ;nterviewers
tend to respond more positively to candidates showing more e*traverted
behavior like good eye contact and high energy. /ven smiling can affect
interviewer ratings of candidates. ;nterviewers infer the interviewee(s
personality from the way he or she acts in the interview.
17". .ome interviewers have difficulty getting the best information when
interviewing disabled people who use assistive technology because they
try avoid directly discussing the disability. Hive five e*amples of
questions that could be useful when interviewing someone who uses
assistive technology at work. (moderate p. !,7$
%nswerD .everal e*amples are provided in the book.
@ther than technology) what other kind of support did you have in
previous 'obs6 ;f not) is there anything that would benefit you6
0rovide an e*ample of how you use technology to carry out your
'ob duties.
-o you foresee your technology needs changing in the near future6
&hy and how6
-iscuss a barrier or obstacle) if any) that you have encountered in
any of your previous 'obs. 8ow was that addressed6
-o you anticipate any transportation or scheduling issues with the
work schedule e*pected of this position6
15
17+. /*plain why structured situational interviews tend to yield more reliable
responses than structured behavioral interviews. (difficult p. !,!$
%nswerD .tructured situational interviews ask candidates to address how
they would handle a certain hypothetical situation while structured
behavioral interviews ask candidates to think of their own past
e*periences. Because the structured situational question forces all
applicants to apply the same scenario) the responses are more consistent.
17,. Iist the steps in developing a structured situational interview guide.
(moderate p. !,1$
%nswerD The five steps in the procedure are 1$ 'ob analysis) !$ rate the
'ob(s main duties) "$ create interview questions) +$ create benchmark
answers) and ,$ appoint the interview panel and conduct interviews.
17#. &hat three types of questions are contained in a structured situational
interview6 /*plain and give an e*ample of each type. (easy p. !,1$
%nswerD The three types of questions are situational) 'ob knowledge) and
willingness. .ituational questions pose a hypothetical 'ob situation such as
9&hat would you do if the machine suddenly began heating up6: Aob
knowledge questions assess knowledge essential to 'ob performance such
as 9&hat is 8TMI6: &illingness questions gauge the applicant(s
willingness and motivation to meet the 'ob(s requirements such as 9%re
you willing to travel for work6:
171. /*plain the procedures for conducting a panel interview. (moderate p.
!,"$
%nswerD The same panel members will interview all the candidates for a
specific 'ob. They will review the 'ob description) questions) and
benchmark answers before the interview. @ne panel member will
introduce the applicant and ask all of the questions of all applicants in the
interviews. %ll the panel members will record and rate the applicants(
answers on a rating scale sheet. %t the end of the procedure) one panel
member will e*plain the follow3up procedure and answer any questions
the applicant may have.
!7
174. /ven without following the procedures for developing structured
situational interviews) there are several things that can increase the
standardi2ation of interviews. Fame three of these suggestions. (moderate
p. !,!$
%nswerD There are eight suggestions provided for increasing the
standardi2ation of interviews. They are as follows.
Base questions on actual 'ob duties.
Gse 'ob knowledge) situational) or behaviorally3oriented questions
and ob'ective criteria to evaluate the interviewee(s responses.
Train interviewers.
Gse the same questions with all candidates.
Gse descriptive rating scales to rate answers.
Gse multiple interviewers or panel interviews.
Gse a structured interview form.
Control the interview.
175. 8ow can an employer protect itself from charges of discrimination in its
interview process6 (moderate p. !,#$
%nswerD ;t is best that employment interviewers refrain from asking
questions regarding an applicant(s race) color) religion) se*) age) national
origin) or handicap. /ven when it may not be illegal (as in the case of age
or marital status$) the //@C disapproves of such practices. ;n addition)
employers should ensure that the interview process is structured and
consistently applied. The interview should have ob'ective) 'ob3related
questions and be administered in a standardi2ed format. There should be
multiple interviewers. /mployers can also reassure candidates that the 'ob
interview process is fair) treat the interviewees with respect) and be willing
to e*plain the process and the rationale for the interview questions.
117.There are four specific factors that should be probed in an interview. Iist the
four factors and e*plain each one. (easy p. !,1$
%nswerD The four factors are intellectual) motivation) personality) and
knowledge and e*perience. The intellectual factor includes such things as
comple*ity of tasks the person has performed) grades in school) test
results) and how the person organi2es his or her thoughts and
communicates. The motivation factor includes such things as the person(s
likes and dislikes) aspirations) and energy level. The personality factor
includes such things as self3defeating behaviors) past interpersonal
relationships) and interpersonal behaviors. The knowledge and e*perience
factor includes information the candidate has directly related to how to do
the 'ob in question.
!1
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