Recruitment & Selection BADM 3350 Chapter 9 Selection III Interviewing PDF

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Summary

recognize the purposes and uses of employment interviews;

–identify the multiple phases of the employment interview and the factors affecting employment interview decisions;

–describe the selection errors associated with traditional approaches to employment interviewing; ...

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Chapter 9 Selection III: Interviewing 1. What is a screening employment interview best suited to assess? a. ability to orally communicate b. stress management c. job knowledge d. information on the résumé ANSWER: d 2. From the employer’s perspective, which of the following is NOT a benefit of conducting a job interview? a. It can measure honesty. b. It can sell the job to the applicant. c. It can assess job knowledge. d. It can evaluate job fit. ANSWER: a 3. According to Statistics Canada’s Workplace and Employee Survey, what percentage of surveyed firms used

interviews in their pre-hiring selection? a. 45 percent b. 60 percent c. 80 percent d. 90 percent ANSWER: c 4. According to Videotron, which of the following is NOT a benefit of speed interviewing? a. Potential biases of any one interviewer are cancelled out. b. The performance of new employees can be ensured with standard questions. c. A large number of candidates can be assessed in a cost-effective manner. d. The candidate’s job suitability is assessed accurately and robustly. ANSWER: b 5. What is one negative outcome of pre-interview chit-chat? a.It is usually a waste of time and deemed unimportant in the screening process. b.The conversation might lead the candidate to believe that the interviewer is

interested in his or her social life. c.The candidate might not think that the interview has started and be too relaxed. d.Questions may uncover information on prohibited grounds. ANSWER: d

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Chapter 9 Selection III: Interviewing 6. Which concept refers to the interviewers’ beliefs about the requirements of the job and the characteristics of the applicants? a. initial impression b. stereotype c. knowledge structure d. bias ANSWER: c 7. What is a traditional method of interviewing that involves no constraints on the questions asked, no

requirements for standardization, and a subjective assessment of the candidate? a. structured interview b. serial interview c. panel interview d. unstructured interview ANSWER: d 8. Which of the following defines how applicants attempt to create a favourable impression of themselves by

monitoring interviewer reactions and responding accordingly? a. creating a false impression b. impression management c. organizational fit d. telling interviewers what they want to hear ANSWER: b 9. Which type of interview consists of a standardized set of job-relevant questions and a scoring guide? a. serial interview b. formal interview c. structured interview d. unstructured interview ANSWER: c 10. Which of the following would NOT contribute to the structure of an employment interview? a. interview questions that are derived from a job analysis b. rating scales that are anchored with behavioural examples to illustrate scale

points c. questions from the candidate that are permitted throughout the interview d. a limited amount of prompting, follow-up questioning, and probing ANSWER: c 11. Which of the following components is NOT a feature of most structured interview formats? Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing a. Interview questions are standardized and derived from a job analysis. b. Questions from the candidate are not allowed until after the interview. c. All applicants are asked the same questions. d. Interview questions focus on opinions and self-evaluations. ANSWER: d 12. As outlined in the textbook, which of the following is NOT an element that contributes to a structured

interview? a. Interview questions are job related. b. All applicants are asked the same interview questions. c. Interview questions probe for opinions or self-evaluations. d. Interviewers engage candidates with open-ended questions . ANSWER: c 13. Which interviews are conducted by two or more interviewers separately or in sequence? a. serial interviews b. panel interviews c. selection committee interviews d. scheduled interviews ANSWER: a 14. Which type of structured interview describes hypothetical on-the-job incidents and asks applicants what they would do? a. behaviour description interview b. situational interview c. comprehensive structured interview d. behavioural sample interview ANSWER: b 15. “You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?” What type of interview question is this? a. behavioural b. real-life c. situational d. leading ANSWER: c 16. You ask an applicant questions about his or her past experiences relevant to the job position for which you

are hiring. What type of interview question is this? a. hypothetica l Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing b. real-life c. situational d. behavioural ANSWER: d 17. Which of the following is NOT a structured employment interview technique? a. behavioural b. experience-based c. situational d. sequential ANSWER: d 18. Which of the following is a key assumption of situational interviewing? a. There are patterns in people’s behaviour. b. Behaviour patterns are not easily changed. c. People will behave in ways they say they will. d. Past performance may be a reliable indicator of a person’s future on-the-job

performance. ANSWER: c 19. An organization would like to use a structured interview in which the applicants are asked to describe what they did in given situations in the past. What type of interview will the organization use? a. behaviour description interview b. situational interview c. comprehensive structured interview d. behavioural sample interview ANSWER: a 20. If the competency for a job is self-confidence, what would be an example of a behavioural indicator? a. volunteer for the care of a challenging patient b. interpersonal relations c. initiative d. conscientiousness ANSWER: a 21. If a competency for a job is communication, what would be an example of a behavioural indicator? a. responding to clients and concerns b. interpersonal relations c. analytical skills d. oral and written communication skills ANSWER: a Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing 22. What type of questioning may lead to some interviewees having an unfair advantage? a. using probes to gather further information from a candidate b. asking about situations the candidate has not experienced c. asking hypothetical questions d. asking about the candidate’s hobbies ANSWER: d 23. Which of the following is NOT included in the major content areas to be covered in an interviewer training program? a. eliminating or reducing common sources of bias and perceptual errors b. putting the applicants at ease c. using closed-ended questions d. developing good listening skills ANSWER: c

Scenario 9-1 Medical Office Assistant Okanagan Medical Clinic (OMC), Kelowna, B.C. We are looking for a Medical Office Assistant (MOA) to join our medical team. The primary focus of the MOA position is to provide office administration support services to two medical doctors. The essential functions and responsibilities include the following: as a primary point of contact, answers phones and gathers patient information, ensuring all patients are greeted professionally while showing respect and patience; and uses health-care software and MS office computer applications to schedule appointments and prepare reports, invoices, financial statements, letters, case histories, transcriptions, and medical records. The incumbent exercises adaptability, initiative, organization, time management, and independent judgment in the performance of assigned tasks. The successful candidate must possess strong written and oral communication skills and an advanced knowledge of computer programs, including Microsoft Word, Excel, Outlook, Internet Explorer, Access, and PowerPoint. The applicant must be able to work and communicate effectively in a small business team environment and build effective interpersonal working relationships with professional employees and clients. The standard office hours include some evening and weekend work. MOAs are routinely required to lift medical equipment and/or supplies weighing up to 10 kilograms and are regularly exposed to contagious diseases. Required qualifications include completion of Grade 12 plus graduation from either an MOA or office administration certificate program. Bookkeeping and medical industry experience would be considered a highly weighted asset. This is a full-time position effective immediately. The salary is competitive and will depend on education and experience. Please apply in confidence by email to [email protected]. 24. Refer to Scenario 9-1. Why does OMC use an employment interview? Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing a.It is used as one of the first stages in the selection process. b.It is used to assess the noncognitive attributes such as interpersonal working

relationships, initiative, and conscientiousness. c.It is used to reduce costs. d.It is used to confirm information that was provided in the résumé. ANSWER: b 25. Refer to Scenario 9-1. A past MOA applicant’s résumé indicated that she had several years’ experience as a medical library assistant. She was very personable during the interview, and the interview committee was extremely impressed by her familiarity with medicine and medical research. She was hired and then terminated within three months. What went wrong? a. The doctors reviewed and shortlisted the applicants. b. The doctors doing the interview misunderstood what the position really involved. c. The applicant’s interview behaviour was given more weight than the required KSAOs. d. The applicant’s information was obtained and evaluated through several selection methods. ANSWER: c 26. Refer to Scenario 9-1. The doctors are particularly concerned about the potential for increased costs if they use a multiple-phase selection process. For what would you NOT want to use the employment interview time? a. to assess applicants’ noncognitive attributes b. to assess applicants’ personal characteristics c. to verify applicants’ certifications and to assess their job knowledge d. to assess applicants for initiative and conscientiousness ANSWER: c 27. Refer to Scenario 9-1. What is the first step OMC would take at the interview stage of the selection process? a. Identify MOA behavioural indicators. b. Recruit and attract MOAs. c. Define and prioritize MOA competencies. d. Screen and test MOAs. ANSWER: c 28. Refer to Scenario 9-1. For which of the following would OMC screen and test? a. knowledge b. skills c. abilities d. noncognitive attributes ANSWER: d Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing 29. Refer to Scenario 9-1. What do you call the attempt of MOA applicants to create a favourable impression of themselves by monitoring an interviewer’s reactions and responding accordingly? a. creating a false impression b. impression management c. organizational fit d. telling interviewers what they want to hear ANSWER: b 30. Refer to Scenario 9-1. OMC has always used a traditional method of interviewing that involved no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate. What type of interview did the organization use? a. structured interview b. serial interview c. situational interview d. unstructured interview ANSWER: d 31. Refer to Scenario 9-1. OMC believes that “What are your strengths?” and “What are your weaknesses?”

have always been good interview questions in the past. Which of the following is NOT a problem when asking these commonly used questions? a.They invite applicants to evaluate themselves, creating overly positive inaccurate impressions. b.Applicants can prepare standard answers. c.Answers reveal little information about the applicant’s job-related knowledge, skills, abilities, and other attributes. d.They are easy and quick to use. ANSWER: d 32. Refer to Scenario 9-1. OMC plans to incorporate all of the following to structure its employment interviews and ensure they are reliable and valid. Which one of the following will NOT ensure reliability and validity? a. deriving interview questions from a job analysis b. using standardized interview questions c. asking all applicants the same questions d. asking interview questions that probe for opinions and self-evaluations ANSWER: d 33. Refer to Scenario 9-1. OMC would like to use a structured interview in which the applicant is asked to describe what he or she did in given situations in the past. What type of interview is this? a. behaviour description interview b. situational interview c. comprehensive structured interview Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing d. behavioural sample interview ANSWER: a 34. Refer to Scenario 9-1. What are three competencies of the MOA that OMC would interview for? a. adaptability, initiative, and conscientiousness b. organization, time management, and office computer applications c. scheduling appointments, preparing reports, and greeting patients

professionally d. independent judgment, interpersonal working relationships, and office computer applications ANSWER: a 35. Refer to Scenario 9-1. What are the MOA screening interviews best suited to assess? a. job knowledge b. employment skills c. aptitudes and abilities d. information not on the résumé ANSWER: d 36. Refer to Scenario 9-1. The outcome of an employment interview can be strongly dominated by the

impression that the doctors doing the interview have of the applicant. Which of the following would NOT be a source of information that creates impressions that influence the interview process and outcomes? a. the interviewers’ knowledge structures b. the interviewers’ initial impressions of the applicant’s qualifications c. the applicant’s reaction to the interview d. the applicant’s processing of data from the interview ANSWER: d 37. Which of the following would be used as a preliminary interview designed to fill gaps left on the candidate’s

application form or résumé? a. a behavioural interview b. a screening interview c. a situational interview d. a sequential interview ANSWER: b 38. According to researchers Seijts and Kyei-Poku, what did their findings reveal? a.Applicants had less of an opportunity for impression management if the

organization had adopted an employment equity program. b.Applicants perceived less stress and negative reactions if the organization had

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Chapter 9 Selection III: Interviewing c.Applicants perceived the structured interview to be fairer than the unstructured

interview if the organization had adopted an employment equity program. d.Applicants were more likely to accept a job offer and perceive the organization as attractive if the organization had adopted an employment equity program. ANSWER: c 39. Which sentence does NOT describe frame-of-reference training? a.It helps interviewers understand the performance dimensions they are

assessing. b.It contributes significantly to inter-rater reliability and rating accuracy. c.It defines and describes behavioural examples for different performance levels for each dimension. d.It allows interviewers to model the acceptable behaviours to the candidates they are interviewing. ANSWER: d 40. Which of the following is NOT a characteristic of the multiple mini-interview? a. It involves simulations and role-playing exercises. b. It is used to assess noncognitive and interpersonal skills. c. It has reliability ranges of 0.79 to 0.89 with a mean of 0.83. d. It is not correlated with the Big Five measures of personality. ANSWER: c 41. Which approach to interviewing was popularized by Microsoft in the 1990s? a. puzzle interviews b. speed interviews c. serial interviews d. behavioural interviews ANSWER: a 42. Interviews are most frequently used as preliminary screening devices, as opposed to assisting in making final decisions at the end of a selection process. a. True b. Fals e ANSWER: Fals e 43. Interviews are best suited to the assessment of noncognitive attributes such as interpersonal relations or

social skills, initiative, conscientiousness, dependability, perseverance, teamwork, and leadership. a. True b. Fals Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing e ANSWER: True 44. Employment interviews are the most popular selection procedure among employers and employees. a. True b. Fals e ANSWER: True 45. Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs. a. True b. Fals e ANSWER: True 46. As job requirements change in response to the ever-changing workplace, organizations are beginning to shift the focus of selection from specific job skills to organizational fit, transferable skills, and personality attributes. a. True b. Fals e ANSWER: True 47. Interviews have been used in the termination of employees during a downsizing or “rightsizing” process. a. True b. Fals e ANSWER: True 48. Before the interview begins, the interviewer already has an impression of the applicant and the degree to

which the applicant appears suitable or unsuitable for the position. a. True b. Fals e ANSWER: True 49. Factors such as the applicant’s physical appearance and nonverbal behaviours during the interview can affect the interviewer’s evaluation of the applicant. a. True b. Fals e ANSWER: True 50. Research on employment interviews indicates that structuring an interview appears to increase interview

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Chapter 9 Selection III: Interviewing a. True b. Fals e ANSWER: True 51. Structuring factors include standardization, job relatedness of interview questions, and standardized scoring systems. a. True b. Fals e ANSWER: True 52. An interview conducted by two or more interviewers together at one time is referred to as a panel interview. a. True b. Fals e ANSWER: True 53. Serial interviews are also known as sequential interviews. a. True b. Fals e ANSWER: True 54. An ideal answer to a situational interview question must be exactly as it is written in the scoring guide. a. True b. Fals e ANSWER: Fals e 55. A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge. a. True b. Fals e ANSWER: Fals e 56. The situational interview is a highly structured interview in which hypothetical situations are described and

applicants are asked what they would do. a. True b. Fals e Copyright Cengage Learning. Powered by Cognero.

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Chapter 9 Selection III: Interviewing ANSWER: True 57. One concern with the behaviour description interview is that applicants could make up stories about events that never happened. a. True b. Fals e ANSWER: True 58. The experienced-based interview involves asking the interviewees to describe in detail how they perform a