Chapter 7 Interviewing Candidates 1) Which of the following is the most commonly used selection tool? A) telephone reference B) reference letter C) interview D) personality test Answer: C Explanation: C) Interviews are the most widely used selection procedure. Not all managers use tests, reference checks, or situational tests, but most interview a person before hiring. 2) Which of the following refers to a procedure designed to obtain information from a person through oral responses to oral inquiries? A) work sample simulation B) interview C) reference check D) arbitration Answer: B Explanation: B) An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries. 3) When an interview is used to predict future job performance on the basis of an applicant's oral responses to oral inquiries, it is called a(n) ________ interview. A) group B) selection C) benchmark D) background Answer: B Explanation: B) Selection interviews are designed to predict future job performance based on the applicant's oral responses to oral inquiries. Interviews may be one-on-one or may be conducted in group settings. 4) According to the text, selection interviews are classified by all of the following factors EXCEPT ________. A) administration B) structure C) content D) length Answer: D Explanation: D) Selection interviews are classified according to how structured they are, their "content"—the types of questions they contain, and how the firm administers the interviews. Length is not a category. 5) What is an underlying goal of Whirlpool's ECE program? A) giving job candidates a positive impression of the firm B) selecting a diverse group of job candidates for the firm C) clarifying the corporate culture for job candidates D) ensuring selection validity among job candidates Answer: A Explanation: A) Whirlpool calls its candidate selection process, the Exceptional Candidate Experience (ECE). The ECE doesn't just aim to select the best candidates. It also aims to make every candidate a loyal customer by carefully managing the selection process to make sure the candidate gets a consistent and positive impression of the company. 6) Which of the following is another term for an unstructured interview? A) directive B) nondirective C) unformatted D) administrative Answer: B Explanation: B) In unstructured or nondirective interviews, the manager follows no set format. A few questions might be specified in advance, but they're usually not, and there is seldom a formal guide for scoring "right" or "wrong" answers. Structured interviews are known as directive interviews. 7) Which of the following is an advantage of using a nondirective format when interviewing job candidates? A) allows candidates to ask questions B) uses a manager's time more effectively C) pursues points of interest as they develop D) scores and compares candidates with consistency Answer: C Explanation: C) In unstructured or nondirective interviews, the manager follows no set format and there is seldom a formal guide for scoring "right" or "wrong" answers. With unstructured interviews, an interviewer can pursue points of interest as they develop and ask follow up questions because of the format's flexibility. 8) Which of the following is the primary disadvantage of using structured interviews during the employee selection process? A) higher potential for bias B) limited validity and reliability C) inconsistency across candidates D) reduced opportunities for asking follow-up questions Answer: D Explanation: D) Structured interviews when followed blindly limit the interviewer's chance to ask follow-up questions. Structured interviews are typically reliable, valid, consistent, and have a lower potential for bias. As a result, they have a greater ability to withstand legal challenges. 9) How do situational interviews differ from behavioral interviews? 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 Answer: B Explanation: B) Situational interviews ask applicants to describe how they would react to a hypothetical situation today or tomorrow, and behavioral interviews ask applicants to describe how they reacted to actual situations in the past. Job-related interviews ask job-related questions to assess the applicant's ability to perform the job. 10) Which of the following statements is representative of what might be asked in a behavioral interview? A) "Consider a time when you were faced with an angry client. What did you do to turn the situation around?" B) "We are concerned with employee pilferage. As a manager here, how would you go about discouraging this behavior?" C) "Employees in this division are frequently under a great deal of pressure. How do you think you would handle the stress of the position?" D) "What would you do if a subordinate threatened to sue the company for discrimination?" Answer: A Explanation: A) Behavioral questions start with phrases like, "Can you think of a time when . . . What did you do?" Situational questions start with phrases such as, "Suppose you were faced with the following situation . . . What would you do?" 11) What type of interview would most likely include the statement, "Tell me about a time when you worked successfully in a team environment"? A) situational B) behavioral C) puzzle D) stress Answer: B Explanation: B) Behavioral interview questions ask applicants to describe how they reacted to actual situations in the past. Situational questions are based on hypothetical events. Puzzle questions require applicants to solve a problem, and stress questions may be invasive and rude. 12) Which of the following statements is representative of what might be asked in a situational interview? A) "Tell me about a time you showed leadership in a difficult situation." B) "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?" C) "Can you think of a time when you were especially proud of your management skills? Tell me about that." D) "In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Describe how you handled the situation." Answer: B Explanation: B) Situational questions start with phrases such as, "Suppose you were faced with the following situation . . . What would you do?" Behavioral questions start with phrases like, "Can you think of a time when . . . What did you do?" 13) What type of interview would most likely include the following statement? "Imagine that you have just been assigned the task of winning the business of our competition's biggest client. How would you proceed?" A) behavioral B) stress C) puzzle D) situational Answer: D Explanation: D) Situational interviews ask questions based on hypothetical events. Behavioral interview questions ask applicants to describe how they reacted to actual situations in the past. Puzzle questions require applicants to solve a problem, and stress questions may be invasive and rude. 14) In a stress interview, the interviewer ________. A) provides an applicant with a task to complete in a set amount of time B) tries to make the applicant uncomfortable in order to spot sensitivity C) gives a word problem to see how the candidate thinks under pressure D) describes a hypothetical situation to assess how the applicant responds Answer: B Explanation: B) In a stress interview, the interviewer seeks to make the applicant uncomfortable with occasionally rude questions. The aim is supposedly to spot sensitive applicants and those with low (or high) stress tolerance. 15) Which of the following questions would most likely be asked during a stress interview? A) "I see that you switched colleges four times before finally earning your degree. I think that reflects an inability to make good decisions and remain focused. What do you think?" B) "Can you tell me about a time in the past when you used leadership skills to handle a difficult situation?" C) "Mike and Todd have $21 between them. Mike has $20 more than Todd has. How much does Mike have and how much does Todd have?" D) "Why are you leaving your current position and changing careers?" Answer: A Explanation: A) In a stress interview, the interviewer seeks to make the applicant uncomfortable with occasionally rude questions. The aim is supposedly to spot sensitive applicants and those with low (or high) stress tolerance. 16) What type of interview would most likely include the following: "It must be difficult to leave a company after such strong accusations of unethical behavior. Tell me about that"? A) situational B) behavioral C) stress D) puzzle Answer: C Explanation: C) In a stress interview, the interviewer seeks to make the applicant uncomfortable with rude questions. The aim is supposedly to spot sensitive applicants and those with low (or high) stress tolerance. 17) Which of the following terms refers to a group of interviewers working together to question and rate one applicant? A) serial interview B) board interview C) sequential interview D) mass interview Answer: B Explanation: B) A panel interview, also known as a board interview, is an interview conducted by a team of interviewers, who together interview each candidate and then combine their ratings into a final panel score. A serial interview involves several interviewers assessing a single candidate one-on-one, sequentially. With a mass interview, a panel interviews several candidates simultaneously. 18) 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 department manager. Finally, he meets with the company president. Kevin is most likely experiencing a ________ interview. A) board B) panel C) serial D) mass Answer: C Explanation: C) In a sequential or serial interview, several persons interview the applicant, in sequence, one-on-one, and then make their hiring decision. Board or panel interviews involve multiple interviewers questioning a candidate at the same time. With a mass interview, a panel interviews several candidates simultaneously. 19) In a ________ interview, a panel questions several candidates simultaneously. A) formal B) topical C) panel D) mass Answer: D Explanation: D) With a mass interview, a panel interviews several candidates simultaneously. The panel poses a problem, and then watches to see which candidate takes the lead in formulating an answer. Panel interviews involve a team interviewing only one candidate. 20) Dr. Ross is interviewing for a position as Assistant Professor of Biology. His 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 example of a ________ interview. A) serial B) panel C) one-on-one D) mass Answer: B Explanation: B) A panel interview, also known as a board interview, is an interview conducted by a team of interviewers, who together interview each candidate and then combine their ratings into a final panel score. This contrasts with the one-on-one interview (in which one interviewer meets one candidate) and a serial interview (where several interviewers assess a single candidate one-on-one, sequentially). A mass interview involves a panel interviewing several candidates simultaneously. 21) An employer can most likely increase the reliability of a panel interview by ________. A) using an unstructured interview format B) interviewing multiple candidates simultaneously C) providing interviewers with scoring sheets and sample answers D) requiring candidates to participate in work sampling techniques Answer: C Explanation: C) Structured panel interviews are more reliable and valid than unstructured ones. Panel interviews in which members use scoring sheets with descriptive scoring examples for sample answers are more reliable and valid than those that don't. 22) Ellen 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 most likely an example of a ________ interview. A) serial B) board C) mass D) panel Answer: C Explanation: C) A mass interview involves a panel interviewing several candidates simultaneously. A panel interview, also known as a board interview, is an interview conducted by a team of interviewers, who together interview each candidate and then combine their ratings into a final panel score. A sequential or serial interview occurs when several interviewers assess a single candidate one-on-one, sequentially. 23) Which of the following best explains why an increasing number of firms use the Internet to conduct prescreening interviews? A) high number of foreign applicants B) globalization of manufacturing firms C) lawsuits involving panel interviews D) reduced recruitment budgets Answer: D Explanation: D) With employers cutting their recruitment budgets, more are conducting at least the initial screening interviews over the Internet. Video interviews reduce travel and recruiting expenses and also make interviewing easier for candidates. 24) All of the following are common characteristics of computerized selection interviews EXCEPT ________. A) questions presented rapidly B) response times measured for any delays C) questions focused on experience and skills D) essay questions based on hypothetical situations Answer: D Explanation: D) Most computerized selection interviews present multiple-choice questions rapidly and measure an applicant's response time. Questions typically address experience, education, skills, and work attitudes related to the job. Although some firms may ask candidates to respond to hypothetical situations, this is done with a multiple-choice question not an essay, which would be difficult to score. 25) The primary advantage of computer-aided interviews is the ability to ________. A) identify personality traits appropriate for the industry B) reduce time spent with unacceptable candidates C) ask follow-up questions due to system flexibility D) form benchmarks for current firm employees Answer: B Explanation: B) Computerized interviews save managers time. Clearly unacceptable applicants are ruled out based on the scores they earn on the computer test, so the number of personal interviews is narrowed. 26) Which of the following interview formats will most likely result in the highest validity? A) structured, situational B) unstructured, situational C) structured, behavioral D) unstructured, behavioral Answer: A Explanation: A) Structured interviews (particularly structured interviews using situational questions) are more valid than unstructured interviews for predicting job performance. Situational interviews yield a higher mean validity than do job-related or behavioral interviews, which in turn yield a higher mean validity than do "psychological" interviews, which focus more on motives and interests. 27) Which of the following traits is most likely to be assessed accurately during an interview? A) intelligence B) agreeableness C) conscientiousness D) emotional stability Answer: B Explanation: B) Interviews are better for revealing some traits than others. Interviewers are able to size up the interviewee's extraversion and agreeableness but not conscientiousness, intelligence, and emotional stability. 28) According to studies, which of the following has the most influence on the outcome of a job interview? A) thank-you notes sent from the candidate to the interviewer B) an interviewer's first impression of the candidate C) favorable information about the candidate D) a candidate's extroverted personality Answer: B Explanation: B) Perhaps the most consistent research finding is that interviewers tend to jump to conclusions—make snap judgments—about candidates during the first few minutes of the interview or even before the interview starts, based on test scores or résumé data. Being extroverted is not beneficial for all jobs, and unfavorable information is more influential than favorable information about a candidate. 29) Which of the following refers to an error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question? A) context error B) contrast error C) recency error D) primacy error Answer: B Explanation: B) Candidate-order or contrast error means that the order in which you see applicants affects how you rate them. An interviewer is more likely to rate a candidate incorrectly based on the candidates that are interviewed just before. 30) During an interview, Tanya discusses her numerous accomplishments at previous jobs and praises the interviewer frequently. Tanya is most likely using ________. A) impression management B) talent management C) mixed motives D) behavior modification Answer: A Explanation: A) Psychologists call using techniques like ingratiation and self-promotion "impression management." Self-promotion means promoting one's own skills and abilities to create the impression of competence, and ingratiation involves praising and agreeing with the interviewer. 31) When interviewing an applicant with a disability who uses assistive technology, which of the following questions should NOT be asked? A) Have you ever experienced any problems between your technology and an employer's information system? B) How have you addressed any barriers or obstacles that you may have encountered in previous jobs? C) What is the severity and exact nature of your disability and how does the technology assist you? D) What specific technology have you successfully used in previous jobs that facilitated your work? Answer: C Explanation: C) Under the Americans with Disabilities Act, the interviewer must limit his or her questions to whether the applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks. An interviewer should not ask about the severity or nature of an applicant's disability. 32) Which of the following terms refers to individuals asked by the EEOC to 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) insiders Answer: C Explanation: C) The use of employment discrimination "testers" makes nondiscriminatory interviewing even more important. As defined by the EEOC, testers are "individuals who apply for employment which they do not intend to accept, for the sole purpose of uncovering unlawful discriminatory hiring practices." Although they're not really seeking employment, testers have legal standing with the courts and with the EEOC. 33) Which of the following best describes telegraphing during an interview? A) drawing out the most useful information from an applicant B) searching for hidden meanings in an applicant's answers C) smiling at an applicant to suggest a desired answer D) allowing an applicant to dominate an interview Answer: C Explanation: C) Some interviewers inadvertently telegraph the expected answers, as in: "This job calls for handling a lot of stress. You can do that, can't you?" or using subtle cues (like a smile or nod) to telegraph the desired answer. 34) What is the best way to avoid most interview errors? A) conduct panel interviews B) use a structured interviewing format C) utilize computerized interviewing technology D) ask only situational questions during the interview Answer: B Explanation: B) The single biggest rule for conducting effective selection interviews is to structure the interview around job-relevant situational and behavioral questions. There is little doubt that the structured situational interview—a series of job-relevant questions with predetermined answers that interviewers ask of all applicants for the job—produces superior results. 35) George Reyes has recently been hired as the vice president of marketing at Great Toys, a mid-size firm that specializes in classic wooden toys. The CEO of Great Toys wants to expand the firm's presence in the toy market, which is highly competitive. As a result, the marketing department's budget has been significantly increased. George plans to use some of the additional funds to hire a new media planner. George is considering the idea of conducting a structured situational interview in the hiring process. Which of the following, if true, best supports the argument that George should use a structured situational interview to hire a media planner? A) Great Toys' HR department has developed a job description for the new media planner position. B) Great Toys' competitors typically face legal issues in the hiring process stemming from the ADA. C) Great Toys' employees typically remain with the company for many years because they feel comfortable with the organizational culture. D) Great Toys' executives want to ensure that the interview process is fair to all candidates and that the best candidate is hired. Answer: D Explanation: D) Structured situational interviews produce superior results compared to other interviewing methods. Job descriptions are necessary for the process, but they are useful for all types of interviews. 36) George Reyes has recently been hired as the vice president of marketing at Great Toys, a mid-size firm that specializes in classic wooden toys. The CEO of Great Toys wants to expand the firm's presence in the toy market, which is highly competitive. As a result, the marketing department's budget has been significantly increased. George plans to use some of the additional funds to hire a new media planner. George is considering the idea of conducting a structured situational interview in the hiring process. Which of the following most likely undermines the argument that George should use a structured situational interview to hire a media planner? A) The HR department prefers handling job evaluations without the assistance of managers. B) George and the HR manager lack the time required to participate in a lengthy interview process. C) George worked as a media planner at another firm and is familiar with the tasks involved in the job. D) Great Toys has used headhunters in the past to fill executive-level positions at the firm. Answer: B Explanation: B) Structured situational interviews produce superior results compared to other interviewing methods. However, the process is very time consuming and involves many people, so if George lacks the time, another interviewing option should be found. 37) A series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job is known as a ________. A) nondirective situational interview B) structured behavioral interview C) nondirective behavioral interview D) structured situational interview Answer: D Explanation: D) A series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job is known as a structured situational interview. People familiar with the job develop questions based on the job's actual duties. 38) When developing a structured situational interview, the first step in the process is to ________. A) rate the job's main duties B) create interview questions C) write a job description D) create benchmark answers Answer: C Explanation: C) The first step in developing a structured situational interview involves analyzing the job. An individual should write a job description with a list of job duties, required knowledge, skills, abilities, and other worker qualifications. 39) What is the second step in the procedure for developing a guide for a structured situational interview? A) rate the job's main duties B) create interview questions C) create benchmark answers D) appoint the interview panel Answer: A Explanation: A) Identifying the job's main duties is the second step of the process. To do so, an interviewer rates each job duty based on its importance to job success and on the time required to perform it compared to other tasks. 40) In a structured situational interview, interview questions should primarily address ________. A) essential job duties B) occupational benefits C) salary requirements D) personality issues Answer: A Explanation: A) Most questions for a structured situational interview should focus on essential job duties. Questions may be situational, behavioral, job knowledge, or willingness questions. 41) After creating questions for a structured situational interview, ________ need to be developed for scoring purposes. A) grade definitions B) alternative rankings C) benchmark answers D) human resource metrics Answer: C Explanation: C) Each question requires an ideal or benchmark answer for rating purposes. Benchmark answers would likely include examples of a good, marginal, and poor answer. 42) Which of the following is a true statement regarding structured situational interviews? A) Answers are compared to industry standards. B) Hypothetical questions are typically avoided. C) Job descriptions are written after the interview. D) Interviews are usually conducted by a panel. Answer: D Explanation: D) Employers generally conduct structured situational interviews using a panel, rather than one-on-one. Hypothetical questions are included, and job descriptions are written in advance of the interview. 43) Which of the following is an example of a job knowledge question? A) "What are the legal restrictions regarding the use of telemarketing for consumers who have a past relationship with a company?" B) "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?" 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) "Can you tell me about a time in the past when you used leadership skills to handle a difficult situation?" Answer: A Explanation: A) Job knowledge questions assess knowledge essential to job performance. Behavioral questions ask candidates how they've handled similar situations. 44) How many interviewers usually question applicants during a structured situational interview? A) 1 B) 2 C) 5 D) 7 Answer: C Explanation: C) A panel of three to six members typically questions applicants during a structured situational interview. 45) What is the first step in conducting an effective interview? A) studying the job description B) developing relevant questions C) establishing rapport with candidates D) asking technical questions Answer: A Explanation: A) The first step in conducting an effective interview is understanding the job, which can be done by studying the job description. Developing and asking questions and establishing rapport are steps that occur later in the process. 46) In order to conduct an effective interview, interviewers should NOT ask job candidates about their ________. A) knowledge B) lifelong goals C) willingness D) motivation Answer: B Explanation: B) Use job knowledge, situational, or behavioral questions, and know enough about the job to be able to evaluate the interviewee's answers. Questions that simply ask for opinions and attitudes, goals and aspirations, and self-descriptions and self-evaluations allow candidates to present themselves in an overly favorable manner. 47) Which of the following is the most likely outcome of using the same questions with all candidates being interviewed? A) responses improved B) weaknesses revealed C) reliability limited D) bias reduced Answer: D Explanation: D) Using the same questions with all candidates reduces bias because of the obvious fairness of giving all the candidates the exact same opportunity. Using the same questions with all candidates improves reliability. 48) Which question below is an example of a situational 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?" Answer: A Explanation: A) Situational questions pose hypothetical situations to the candidate. The other questions focus on knowledge and past behaviors. 49) Which question below is an example of a behavioral question? A) "Can you tell me about a time when you solved a really difficult problem?" B) "What is your attitude about working with a sales team instead of independently?" C) "What factors do you consider before underwriting an insurance policy for a new client?" D) "What are your long-term goals and aspirations as a social worker?" Answer: A Explanation: A) Behavioral questions address the candidate's actual actions in the past, such as how he or she handled a problem. 50) All of the following will most likely improve the structure of an interview EXCEPT ________. A) using the same questions for all candidates B) rating candidate answers against a scale C) asking candidates to describe themselves D) using a standardized interview form Answer: C Explanation: C) Asking all candidates the same job-related questions and rating them against a scale improves the interview's structure. A standardized interview form also improves structure. Questions asking candidates to describe themselves will not likely reveal weaknesses, and they fail to improve the structure of the interview. 51) 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 Answer: B Explanation: B) Behavioral questions ask about a candidate's past behavior. Situational questions pose hypothetical situations to the candidate. 52) 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 Answer: D Explanation: D) Job knowledge questions assess knowledge essential to job performance. Background questions address a candidate's experience and training. 53) All of the following are guidelines for conducting an effective interview EXCEPT ________. A) taking brief notes during the interview B) scheduling a private room for the interview C) showing courtesy and friendliness towards the candidate D) asking the candidate questions that require yes or no answers Answer: D Explanation: D) Scheduling a private room, reviewing a candidate's qualifications, showing courtesy, and taking notes are ways to conduct an effective interview. Candidates should be asked open-ended rather than yes or no questions. 54) Which of the following is recommended advice for conducting an effective interview? A) telegraph the desired answer to the candidate B) allow the candidate to control the interview C) ask the candidate for specific examples D) ask the candidate about work-related injuries Answer: C Explanation: C) Effective interviewers ask candidates for specific examples. It is inappropriate to telegraph desired answers or ask about work-related injuries. 55) Which of the following best explains why most firms do not provide rejected applicants with detailed explanations about the employment decision? A) lack of technical abilities B) adherence to federal laws C) concerns about legal disputes D) time required of line managers Answer: C Explanation: C) Most firms are concerned about the legal ramifications of providing rejected applicants with too much information. Firms are reluctant to give rejected applicants information that can be used to dispute the decision. 56) Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering making changes to the way she interviews job candidates. Which of the following best supports the argument that Marion should use structured interviews? A) Marion likes applicants to evaluate themselves and to describe their goals. B) Marion is viewed as a fair employer by most of her subordinates. C) Marion lacks highly effective interviewing skills. D) Marion's best agent has recently retired. Answer: C Explanation: C) In structured interviews, all interviewers generally ask all applicants the same questions, which helps less talented interviewers conduct better interviews. The opinion of Marion's employees and recent retirements are less relevant. 57) Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering making changes to the way she interviews job candidates. Which of the following would most likely improve the reliability and validity of Marion's selection process? A) asking all applicants the same questions B) holding Web-assisted interviews with candidates C) conducting stress interviews by a group of interviewers D) using the speed dating approach to interviewing applicants Answer: A Explanation: A) In structured interviews, all interviewers generally ask all applicants the same questions. Partly because of this, these interviews tend to be more reliable and valid. Web interviews, stress questions, and speed dating would not necessarily improve the reliability or validity of the selection process. 58) Marion Franklin is the CEO of a local real estate company, Action Realty. The community has seen an increase in population over the last two years, and new neighborhoods are being built as a result. Marion's staff of realtors is very busy, and Marion needs to hire a new agent. Although Marion has hired agents in the past, they have not always turned out to be as successful as she had hoped. Marion is considering using the streamlined interview process to hire a new real estate agent. Which of the following questions would be most relevant for Marion to ask if she wants an employee with extensive knowledge in real estate? A) How do you handle sellers who believe their home is more valuable than it really is? B) What are the loan options you would suggest for first-time home buyers? C) What is the most frustrating aspect of being a realtor? D) What motivated you to become a real estate agent? Answer: B Explanation: B) Asking candidates what loan options are available for first-time buyers will assess job knowledge. The other questions are less about knowledge and more about the candidate's motivation and personality. 59) Which type of interview questions are most likely designed to probe an applicant's motivation to meet the job's requirements through activities such as physical labor, customer service, and frequent travel? A) willingness B) behavioral C) personality D) job knowledge Answer: A Explanation: A) Willingness questions gauge the applicant's willingness and motivation to meet the job's requirements–to do repetitive physical work or to travel, for instance. Behavioral questions ask candidates how they've handled similar situations. Job knowledge questions assess knowledge essential to job performance. 60) Antone is applying for a job with Boscom Manufacturing as a chemical engineer. During the interview, Antone is asked the following question: "How does extreme heat affect hydrochloric acid?" The interviewer is most likely trying to assess Antone's ________. A) motivation B) flexibility C) knowledge D) leadership Answer: C Explanation: C) Knowledge and experience are often probed with situational questions. Managers want to find out if the candidate has the knowledge to perform a job. 61) Whirlpool's ECE program is primarily intended to ________. A) support the firm's strategy B) provide global support C) save recruitment costs D) boost market share Answer: A Explanation: A) Whirlpool believes that its interviewing and screening process directly supports the firm's strategy. In addition to ensuring that the firm's employees treat candidates with civility, the net effect of the process is to leave the candidate with a positive impression of Whirlpool and its products and people. 62) Which of the following characteristics of an interview would most likely raise concerns about interview discrimination? A) job-related questions B) multiple interviewers C) subjective interview questions D) standardized interview administration Answer: C Explanation: C) With charges of interview discrimination, courts will most likely assess whether the interview process is structured and consistently applied. A structured and fair process involves objective/job-related questions, standardized interview administration, and involves multiple interviewers. 63) The primary purpose of conducting a stress interview is to determine ________. A) why an applicant wants to work for the firm B) how an applicant solves complex problems C) why an applicant lied on the resume D) how an applicant handles criticism Answer: D Explanation: D) Stress interviews may help unearth hypersensitive applicants who might overreact to mild criticism with anger and abuse. Puzzle questions are used to determine how applicants handle pressure. 64) Which of the following statements is most likely true? A) Interpersonal skills are difficult to judge from phone interviews. B) Phone interviews can generate spontaneous answers from candidates. C) Candidates prefer phone interviews more than face-to-face interviews. D) Interviewers usually judge candidates the same in phone and face-to-face interviews. Answer: B Explanation: B) Candidates, who are often surprised by an unexpected call from the recruiter, tend to give answers that are spontaneous. Phone interviews can actually be more accurate than face-to-face interviews for judging an applicant's interpersonal skills. In a typical study, interviewers tended to evaluate applicants more favorably in telephone versus face-to-face interviews, particularly where the interviewees were less physically attractive. The applicants themselves preferred the face-to-face interviews. 65) Which of the following is a common characteristic of computerized interviews? A) rapid questions B) puzzle questions C) follow-up questions D) open-ended questions Answer: A Explanation: A) Questions on computerized interviews come in rapid sequence and require the applicant to concentrate. The typical computerized interview program measures the response time to each question. 66) Which of the following most likely combines aspects of behavioral and situational questioning? A) computerized interviews B) panel interviews C) mass interviews D) case interviews Answer: D Explanation: D) By having candidates explain how they would address the case "clients" problems, the case interview combines elements of behavioral and situational questioning to provide a more realistic assessment of the candidate's consulting skills. Computerized, panel, and mass interviews are less likely to combine behavioral and situational questions. 67) The primary purpose for conducting a case interview is to ________. A) provide a candidates with a realistic job preview B) form a realistic assessment of a candidate's skills C) ensure that a candidate's needs are expressed D) determine how a candidate handles criticism Answer: B Explanation: B) By having candidates explain how they would address the case "clients" problems, the case interview combines elements of behavioral and situational questioning to provide a more realistic assessment of the candidate's consulting skills. Case interviews are less likely to provide a realistic job preview, allow candidates to express their needs, or determine if a candidate is hypersensitive. 68) Which of the following applicant characteristics is LEAST likely to be assessed accurately during a selection interview? A) extroversion B) agreeableness C) job knowledge D) conscientiousness Answer: D Explanation: D) Studies indicate that interviews are better for revealing some traits than others. Interviewers are able to size up an interviewee's extraversion , knowledge, and agreeableness. However, conscientiousness and emotional stability are difficult to assess. 69) Which of the following would most likely increase candidate-order errors? A) applicant gender B) recruiting pressure C) poor first impression D) lack of job knowledge Answer: B Explanation: B) Candidate-order error means that the order in which you see applicants affects how you rate them. Pressure to hire accentuates this problem. Researchers told one group of managers to assume they were behind in their recruiting quota. They told a second group they were ahead of their quota. Those "behind" evaluated the same recruits much more highly than did those "ahead." 70) A manager who begins an interview by asking the applicant about the weather is most likely attempting to ________. A) seek a spontaneous answer from the candidate B) identify the candidate's leadership abilities C) assess the candidate's interpersonal skills D) put the candidate at ease Answer: D Explanation: D) The main reason for the interview is to find out about the applicant. To do this, start by putting the person at ease. Greet the candidate and start the interview by asking a noncontroversial question, perhaps about the weather or the traffic conditions that day. 71) The interview is the most widely used personnel selection procedure. Answer: True Explanation: The personal interview is the most widely used selection procedure. Not all HR managers use tests or reference checks, but nearly all conduct personal interviews with job candidates. 72) Nondirective interviews follow no set format so the interviewer can ask follow-up questions and pursue points of interest as they develop. Answer: True Explanation: In unstructured (or nondirective) interviews, the manager follows no set format. A few questions might be specified in advance, but they're usually not, and there is seldom a formal guide for scoring "right" or "wrong" answers. 73) Nonstructured interviews are preferred to directive interviews because they are more reliable and valid. Answer: False Explanation: Structured interviews are known as directive interviews, and they are considered more reliable than unstructured interviews. 74) Nondirective interviews can be described as a general conversation. Answer: True Explanation: Nondirective or unstructured interviews follow no format and are similar to a general conversation. 75) All structured interviews specify acceptable answers for each question. Answer: False Explanation: Some structured interviews may include possible answers with scores, but not in all cases. 76) Behavioral interviews ask interviewees to describe how they would react to a hypothetical situation at some point in the future. Answer: False Explanation: Situational interviews ask candidates to address hypothetical problems, while behavioral interviews focus on how a candidate reacted in the past. 77) In a stress interview, the interviewer seeks to make the applicant uncomfortable with rude questions. Answer: True Explanation: In a stress interview, the interviewer seeks to make the applicant uncomfortable with occasionally rude questions. The aim is supposedly to spot sensitive applicants and those with low (or high) stress tolerance. 78) The majority of selection interviews are one-on-one and sequential. Answer: True Explanation: Most selection interviews are one-on-one and sequential. In a one-on-one interview, two people meet alone. In a sequential (or serial) interview, several persons interview the applicant, in sequence, one-on-one, and then make their hiring decision. 79) Studies suggest that interviewers tend to evaluate applicants less favorably in telephone interviews than in face-to-face interviews. Answer: False Explanation: In a typical study, interviewers tended to evaluate applicants more favorably in telephone versus face-to-face interviews, particularly where the interviewees were less physically attractive. Telephone interviews can actually be more accurate than face-to-face interviews for judging an applicant's conscientiousness, intelligence, and interpersonal skills. 80) The Web serves as a tool for many firms who need to save money when conducting selection interviews. Answer: True Explanation: With firms cutting recruitment budgets, many HR managers are turning to the Web to conduct initial interviews with candidates using Web cams and other devices. 81) Computer-aided interviews are primarily used to administer and score essay questions. Answer: False Explanation: Multiple-choice questions are the typical format for computerized selection interviews. 82) First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates because of EEO laws. Answer: False Explanation: Interviewers tend to jump to conclusions—make snap judgments—about candidates during the first few minutes of the interview. One researcher estimates that in 85% of the cases, interviewers had made up their minds before the interview even began, based on first impressions the interviewers gleaned from candidates' applications and personal appearance. 83) 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. Answer: False Explanation: Candidates who start with a poor first impression rarely change the opinion of the interviewer. 84) Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job. Answer: True Explanation: Interviewers who don't have an accurate picture of what the job entails and what sort of candidate is best suited for it usually make their decisions based on incorrect impressions or stereotypes of what a good applicant is. They then erroneously match interviewees with their incorrect stereotypes. 85) Interviewers tend to be more influenced by unfavorable than favorable information about a candidate. Answer: True Explanation: Unfavorable information about a candidate usually influences interviewers more than favorable information in the form of references or credit checks. 86) Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit. Answer: False Explanation: Candidates often use ingratiation and other impression management tactics to persuade interviewers to like them. Such methods of praising interviewers or appearing to agree with their opinions lead interviewers to rate candidates more highly. 87) 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. Answer: True Explanation: Research shows that interviewers tend to avoid directly addressing a candidate's disability, and therefore make their hiring decisions without getting all the facts. 88) According to 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 job's essential tasks. Answer: False Explanation: Under the Americans with Disabilities Act, not the EEOC, the interviewer must limit his or her questions to whether the applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks. 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. Answer: True Explanation: Testers are used by the EEOC to uncover employment discrimination. They do not intend to accept employment. 90) Because EEOC testers are not really seeking employment, they do not have legal standing in court to charge unlawful discriminatory hiring practices. Answer: False Explanation: Testers of the EEOC have legal standing in the court system. 91) A structured behavioral interview contains a series of hypothetical job-oriented questions with predetermined answers that interviewers ask of all applicants for the job. Answer: False Explanation: Structured situational interviews involve a series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job. Such interviews may include both situational and behavioral questions. 92) When developing a structured situational interview, it is important that people familiar with the job rate the job's main duties based on importance and time. Answer: True Explanation: People familiar with a job should rate each job duty based on its importance to job success and on the time required to perform the duty. 93) Structured situational interviews contain situational questions, job knowledge questions, and willingness questions but not behavioral questions. Answer: False Explanation: Structured situational interviews contain situational questions, job knowledge questions, willingness questions, and behavioral questions. 94) Willingness questions assess an applicant's ability to meet the job requirements. Answer: False Explanation: Willingness questions gauge the applicant's willingness and motivation to meet the job's requirements—to do repetitive physical work or to travel, for instance. 95) Companies generally conduct structured situational interviews using a panel, rather than sequentially. Answer: True Explanation: Employers generally conduct structured situational interviews using a panel, rather than one-on-one. The panel usually consists of three to six members, preferably the same ones who wrote the questions and answers. 96) Interviews can be made more effective if the interviewer studies the job description and uses a standardized interview form. Answer: True Explanation: Making sure the interviewer understands the job, structuring the interview, and using standardized interview forms improve the effectiveness of an interview. 97) When rejecting a job candidate, it is best to refrain from providing an explanation detailing the reason for the rejection because most candidates view an employer more positively when they don't know the reason for the rejection. Answer: False Explanation: In one study, rejected candidates who received an explanation detailing why the employer rejected them felt that the rejection process was fairer. These people were also more likely to give the employer a better recommendation, and to apply again for jobs with the firm. 98) Organizational management refers to the goal-oriented and integrated process of planning for, recruiting, selecting, developing, and compensating employees. Answer: False Explanation: Talent management is the goal-oriented and integrated process of planning for, recruiting, selecting, developing, and compensating employees. 99) Talent management is most effective if the same employee profiles are used for both recruiting purposes and appraising purposes. Answer: True Explanation: Talent management is the goal-oriented and integrated process of planning for, recruiting, selecting, developing, and compensating employees. To ensure an integrated, goal-oriented effort, talent management therefore involves (among other things) using the same profile (competencies, traits, knowledge and experience) for recruiting as for selecting, training, appraising, and paying the employee. 100) Research indicates that interviewers typically have negative reactions towards candidates who have child-care needs or who are wheelchair-bound. Answer: True Explanation: In general, candidates evidencing various attributes and disabilities (such as child-care demands, HIV-positive status, and being wheelchair-bound) had less chance of obtaining a positive decision, even when the person performed very well in the structured interview. 101) What three ways can selection interviews be classified? How does each classification affect an interview? Answer: Selection interviews can be classified according to 1) how structured they are, 2) their content, and 3) how they are administered. Structure can range from unstructured to structured. Content classifications are situational or behavioral. Examples include job-related interviews and stress interviews. Interviews can be administered by one person or by a panel of interviewers. Interviews may also be computer-administered. 102) How can a firm protect itself from charges of discrimination in its interview process? What is the role of testers in employment discrimination? Answer: It is best that employment interviewers refrain from asking questions regarding an applicant's race, color, religion, sex, age, national origin, or handicap. Even when it may not be illegal (as in the case of age or marital status), the EEOC disapproves of such practices. In addition, employers should ensure that the interview process is structured and consistently applied. The interview should have objective, job-related questions and be administered in a standardized format. There should be multiple interviewers. Employers can also reassure candidates that the job interview process is fair, treat the interviewees with respect, and be willing to explain the process and the rationale for the interview questions. Testers are used to determine whether or not employment discrimination is occurring at a specific business. They make nondiscriminatory interviewing practices even more important to employers. As defined by the EEOC, testers are "individuals who apply for employment which they do not intend to accept, for the sole purpose of uncovering unlawful discriminatory hiring practices." Although they're not really seeking employment, testers have legal standing with the courts and with the EEOC. 103) In a brief essay, discuss the effect of modern communications technology on interviews. Answer: More employers and job interviewees are using iPhone and Web cams to conduct job interviews. Firms have long used the Web to do selection interviews (particularly the initial, prescreening interviews), and with the widespread use of Skype™-type products, their use is growing. Most firms do not eliminate face-to-face interviews, but the video interviews do reduce travel and recruiting expenses, and make things easier for candidates. With employers cutting their recruitment budgets, more are conducting at least the initial screening interviews over the Internet. 104) How do nonverbal behaviors and impression management affect an interview? Answer: An applicant's nonverbal behavior and use of impression management can have a large impact on his or her rating. Interviewers tend to respond more positively to candidates showing more extroverted behavior like good eye contact and high energy. Even smiling can affect interviewer ratings of candidates. Interviewers infer the interviewee's personality from the way he or she acts in the interview. 105) What are some common errors that managers make during interviews? How can managers conduct an effective interview? Answer: Potential interviewing errors to avoid include: • First impressions (snap judgments) • Not clarifying what the job involves and requires • Candidate-order error and pressure to hire • Nonverbal behavior and impression management • The effects of interviewees' personal characteristics • The interviewer's inadvertent behaviors page Managers can conduct effective interviews by following some basic guidelines: Step 1: First, make sure you know the job. Step 2: Structure the interview. Step 3: Get organized. Step 4: Establish rapport. Step 5: Ask questions. Step 6: Take brief, unobtrusive notes during the interview. Step 7: Close the interview and leave time to answer any questions the candidate may have. 106) In a brief essay, discuss the differences between structured situational interviews and nondirective interviews. Answer: The structured situational interview is a series of job-related questions with predetermined answers that interviewers ask of all applicants for the job. Steps in creating a structured situational interview include analyzing the job, rating the job's main duties, creating interview questions, creating benchmark enters, and appointing the interview panel and conducting interviews. In unstructured (or nondirective) interviews the manager follows no set format. A few questions might be specified in advance, but they're usually not, and there is seldom a formal guide for scoring "right" or "wrong" answers. This type of interview could even be described as little more than a general conversation 107) In a brief essay, discuss the four types of questions that are frequently used in structured situational interviews. Explain the purpose of each question type and provide an example of each. Answer: The four types of questions are situational, job knowledge, behavioral, 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?" Behavioral questions, of course, ask candidates how they've handled similar situations, such as "How have you handled disgruntled customers at your previous job?" Willingness questions gauge the applicant's willingness and motivation to meet the job's requirements such as "Are you willing to travel for work?" 108) As an HR manager, you will most likely interview job candidates. What actions can you take to ensure that an interview is effective? What types of errors can undermine the effectiveness of interviews? Answer: Interviewers should structure the interview, base questions on actual job duties, use job knowledge, situational, or behavioral questions, and know enough about the job to be able to evaluate the interviewee's answers. Questions that simply ask for opinions and attitudes, goals and aspirations, and self-descriptions and self-evaluations allow candidates to present themselves in an overly favorable manner or avoid revealing weaknesses. Interviewers should also use descriptive rating scales (excellent, fair, poor) to rate answers, establish rapport with candidates. Common errors that occur during interviews are making snap judgments, not clarifying what the job entails, allowing the order of candidates to affect their rating, and allowing physical attributes to distort assessments. 109) What are profiles? What role do profiles play in the employee selection process? Answer: Profiles are the competencies, traits, knowledge and experience needed for a position. Talent management involves using the same profile for recruiting as for selecting, training, appraising, and paying the employee. Profiles can play an important role in employee selection. Managers can use a job's profile to formulate job-related situational, behavioral, and knowledge interview questions when selecting someone for a job or set of roles. Selecting employees based on a specific profile helps to ensure that an employer focuses questions on the things that someone must be proficient at to do the job successfully. 110) What is the purpose of Whirlpool's ECE program? Do you think the program will be effective? Why or why not? Answer: Whirlpool calls its candidate selection process, the Exceptional Candidate Experience (ECE). The ECE doesn't just aim to select the best candidates. It also aims to make every candidate a loyal customer. ECE contains three elements, "initial candidate touch points", "candidate engagement" and "candidate closings." "Initial candidate touch points" means that whether candidates first encounter Whirlpool via its careers Website or at a job fair or some other, Whirlpool carefully manages the process to make sure the candidate gets a consistent and positive impression of the company. Whirlpool believes that its interviewing and screening process directly supports the firm's strategy. In addition to ensuring that the firm's employees treat candidates with civility, the net effect of the process is to leave the candidate with a positive impression of Whirlpool and its products and people. Test Bank for Human Resource Management Gary Dessler 9780132668217, 9789353942205, 9780135226803, 9780136089964, 9780134235455, 9780130141248
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