Which type of interview has been found to be the most effective predictor of success on the job quizlet?

a selection device used to obtain in-depth information about a candidate

assesses motivation, values, ability to work under pressure, attitude, ability to fit in- fit cannot be overstated

Skills and aptitudes may get candidates in the door, but how well they adapt to the organization frequently determines how long they'll stay.

can be traditional, panel, or situational

especially useful for high-turnover jobs and less routine ones

The interview is only as effective as those conducting it.

The interview offers the greatest value as a selection device in determining an applicant's organizational fit, level of motivation, and interpersonal skills. - particularly true of senior management positions

The interview has proves an almost universal effectiveness tool, one that can take numerous forms.

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Terms in this set (90)

TRUE

Successful execution of an organization's strategy depends on the calibre of its employees.

TRUE

Selection decisions must reflect job requirements, specifications, and standards.

FALSE

An organization's stage in its life cycle should not be used to determine its selection strategy.

FALSE

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

TRUE

The relationship between the number of applicants hired and the total number of applicants available is called a selection ratio.

TRUE

The type of selection procedures used depends on a variety of organizational factors including size, life cycle, and the jobs involved.

FALSE

In most organizations the selection process is usually a single step.

FALSE

In most organizations the employment interview would come after a realistic job preview.

FALSE

In organizations that use medical or drug testing this would likely be done before the employment interviews.

TRUE

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

FALSE

Because application forms are so basic, they provide only limited job-related information.

TRUE

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents, engineers, and sales clerks.

FALSE

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

TRUE

Validity in testing refers to the fact that the test scores relate significantly to job performance or other relevant criterion.

FALSE

Validity refers to a form of testing used with employment equity programs to determine demographic data.

TRUE

Involving immediate supervisors in the interviewing process increases their commitment to, and sense of responsibility for, the new employee.

TRUE

The adverse effect of RJPs may be more candidates declining job offers when the working conditions do not appear appealing.

FALSE

There is no point in recruiters using social networking such as Facebook because reviewing posted material is considered discriminatory.

TRUE

Through the use of multiple assessment techniques and multiple assessors assessment centres are able to predict a candidate's future job behaviour and managerial potential.

TRUE

Computer-interactive tests are another form of employment testing that is becoming more common.

TRUE

Integrity tests are tests that measure an applicant's honesty and trustworthiness.

FALSE

Overt integrity tests have been found to predict job performance with a validity coefficient of .33, and to predict counter-productive behaviours (including theft, accidents, disciplinary problems, and absenteeism) with a validity of .39.

TRUE

Employment tests are only one of several techniques used in the selection process because they are limited to factors that can be tested and validated easily. Other items, not measurable through testing, may be equally important.

TRUE

Drug-dependence is considered to be a disability, and no Canadian is to be discriminated against on the basis of a disability according to the Canadian Charter of Human Rights and Freedoms.

FALSE

Many human resource professionals feel that the employment reference is one of the most useful tools in the selection process.

FALSE

Two of the "do's" of telephone reference checking are: ask indirect questions that allow for a lot of leeway in answering, and ask for details on personality traits rather than on job-related performance.

FALSE

Companies that do not use the realistic job preview tend to show lower employee turnover.

TRUE

The subjective approach to hiring is also referred to as the clinical approach.

FALSE

The judgmental nature of decisions using the subjective approach can reduce confusion and potential problems.

FALSE

The multiple cutoff approach allows applicants to make up for a poor score in one predictor by a strong score in another predictor.

TRUE

The underlying assumption of the multiple hurdle approach is that a high score on one predictor does not compensate for a low score on another.

TRUE

Rational approaches include both content and construct validity.

TRUE

There are a wide variety of employment tests available, though each type of test has only limited usefulness.

TRUE

The fact that a test is reliable does not ensure validity.

FALSE

Construct validity allows the human resource department to test present employees and correlate these scores with measures of their performance.

TRUE

Differential validity refers to separate test validation studies done for different subgroups such as women or minorities.

FALSE

Though employment interviews have shortcomings, their one strength is their constant high level of reliability and validity.

TRUE

Group, panel, and one-on-one are all forms of employment interviewing.

TRUE

Behavioural description interviews work on the basis that a person's past behaviour is a good predictor of their future behaviour.

TRUE

Structured questions that are job relevant and assess a job applicant's future behavioural intentions are critical for gaining valid insights.

TRUE

There are generally five stages to the employment interview.

TRUE

The evaluation stage should immediately follow the termination stage of an employment interview.

TRUE

When applicants are judged using the halo effect, they are accepted or rejected for reasons that may bear no relation to their potential performance.

C.
a large selection ratio

A selection ratio of 2:50 would normally be considered:

A.
a sign that the company did not get enough applicants

B.
a sign that the company did not recruit from appropriate sources

C.
a large selection ratio

D.
impossible (it could not exist)

E.
irrelevant, as selection ratios are not considered important to the selection process

E.
all of the choices

The weighted application blank technique has been found to be a particularly valuable tool in predicting a number of indicators including which of the following?

A.
accident rates

B.
turnover

C.
absenteeism

D.
job performance

E.
all of the choices

D.
hiring on suitability and merit

Which one of the following would NOT be considered as an unethical selection practice?

A.
hiring based on friendship or relationship rather than suitability

B.
taking bribes

C.
accepting gifts from a placement agency

D.
hiring on suitability and merit

E.
taking age and gender information into consideration when not required by the nature of the job

B.
requirements that selection tools are valid

Rejecting applicants, especially those with foreign qualifications, because they are "overqualified" has resulted in:

A.
a breakdown of barriers against immigrants

B.
requirements that selection tools are valid

C.
an increase in opportunities for visible minorities

D.
evidence of the use of performance-based job descriptions

E.
selection board members being allowed to use assumptions to reject an applicant

B.
can violate the Canadian human rights act

Employment tests that unintentionally discriminate against people:

A.
are all right to use so long as the discrimination is unintentional

B.
can violate the Canadian human rights act

C.
are legal so long as they state that they are not following human rights legislation

D.
are allowed for BFOQ situations

E.
are only illegal if the discrimination is intentional

B.
once the recruiting process has provided a pool of applicants

The selection process begins:

A.
with a job vacancy

B.
once the recruiting process has provided a pool of applicants

C.
as soon as the human resource department becomes involved

D.
between job analysis and recruiting

E.
with the hiring of the best applicant

E.
reveal applicant's age and birth place

A well-designed application form will do all the following EXCEPT:

A.
identify gaps in an applicant's record

B.
target in on specific work and educational skills and experience

C.
be designed to avoid illegal or intrusive questions

D.
reveal potential problems or difficulties

E.
reveal applicant's age and birth place

A.
not vary from one interviewer to another

For interviews to have high validity means that the interpretation of interview results should:

A.
not vary from one interviewer to another

B.
not correlate with job performance

C.
be done on time as scheduled

D.
be reviewed immediately by an human resource professional

E.
be held in confidence until the candidate is actually hired

C.
collect only job-related information

The following list contains things an interviewer should not do EXCEPT:

A.
ask leading questions that imply a desired answer

B.
be guided by initial impressions

C.
collect only job-related information

D.
attempt to predict personality traits from one interview

E.
exhibit personal biases even if based on experience

D.
subjective approach

In which of the following approaches does a decision maker look at the scores received by various applicants on predictors, and then use his/her judgment to evaluate the results?

A.
multiple cutoff approach

B.
judgmental approach

C.
compensatory approach

D.
subjective approach

E.
non-discriminatory approach

A.
predictive validity

Empirical approaches to test validation rely on such method(s) as:

A.
predictive validity

B.
content validity

C.
construct validity

D.
structural validity

E.
reliable validity

D.
workforce analysis

The selection interview process includes all of the following steps EXCEPT:

A.
information exchange

B.
creation of rapport

C.
evaluation

D.
workforce analysis

E.
interviewer preparation

B.
conducting searches through google, other search engines and social media sites

Background checks can now involve the use of social networking websites. This includes:

A.
the recruiter posting questions on the company's HR blog seeking input on applicants

B.
conducting searches through google, other search engines and social media sites

C.
getting the applicant to provide access to their Facebook page

D.
creating personal profiles using age, race, and political affiliations in order to make more informed hiring decisions

E.
HR specialists posing as friends to gain access to personal information about potential candidates

A.
can the applicant do the job

The purpose of the employment interview is to seek answers to a few broad questions including:

A.
can the applicant do the job

B.
how many applicants are there

C.
has the job analysis process been successful

D.
the applicant's sex, family status, religion, and age

E.
when is their last day of work

D.
weighted application blanks

Commonly used selection tools which can help an employer learn more about a candidate and place value on the candidate's previous work experience include:

A.
biographical review

B.
personality tests

C.
honesty tests

D.
weighted application blanks

E.
interests inventories

D.
résumé fraud

Regardless of the résumé, information in an application form or the type of application form used, they may contain elements of exaggeration and even outright fabrication. In recent years this __________ (as it is called) has become a major concern of recruiters:

A.
résumé diversion

B.
application diversion

C.
human resources misconduct

D.
résumé fraud

E.
application fraud

E.
often it is necessary to utilize employment agencies to get the best employees

Proper selection processes are integral to a firm's success because of all the following EXCEPT:

A.
an organization's success depends on the caliber of its employees

B.
the skills and qualifications of new hires need to match the organization's culture

C.
improper hiring can cause legal problems

D.
poor selection can be expensive

E.
often it is necessary to utilize employment agencies to get the best employees

B.
less turnover of new employees

Effects of the realistic job preview, particularly where work conditions do not appear appealing, can include:

A.
far less recruits refusing job offers

B.
less turnover of new employees

C.
improved employee satisfaction with unpleasant working conditions

D.
facilitating employment equity programs

E.
paying lower wages

C.
in-depth interview

Among all selection techniques the most widely used technique is:

A.
written test

B.
reference

C.
in-depth interview

D.
psychological testing

E.
résumé

B.
associate with criminal elements

In defending drug testing of all new employees, executives at TD Canada Trust argued that drug users are more likely to:

A.
miscount their cash

B.
associate with criminal elements

C.
injure themselves at the TD Centre

D.
misbehave in the staff lunchroom

E.
arrive late for work

A.
yields consistent results over time

Reliability in the framework of testing means that a test:

A.
yields consistent results over time

B.
if taken by more than one person will show all scores to be closely related

C.
is always held at a certain time and place

D.
relates significantly to job performance

E.
measures what it is supposed to measure

B.
drug tests are not indicators of safe performance in the here-and-now as they only measure past drug use

The Canadian Civil Liberties Association maintains that drug testing should be banned because:

A.
Canadian society has a serious drug problem among blue collar workers

B.
drug tests are not indicators of safe performance in the here-and-now as they only measure past drug use

C.
it discriminates against the protected classes in the employment equity act

D.
there is no evidence that drugs cause any harm

E.
drug dependent users are not a protected class of employees

C.
may be valid for one group but not for another

Without differential validity, a test:

A.
will not be valid for anyone

B.
is invalid regardless of any other circumstances

C.
may be valid for one group but not for another

D.
is not legal

E.
will not be reliable

B.
measures the factors affecting personality and the relationship to environmental working conditions

Which of the following is NOT an application of personality tests?

A.
measures personality and is used to provide vocational guidance, hiring, and promotion recommendations

B.
measures the factors affecting personality and the relationship to environmental working conditions

C.
measures the big five personality factors in 12-99-year-olds

D.
measures normal personality and is used to predict job performance

E.
measures six factors of personality including honesty/humility

A.
empirical approaches

Common approaches to test validation include which of the following?

A.
empirical approaches

B.
equity approaches

C.
non-rational approaches

D.
continuous indexing approaches

E.
relative approaches

B.
prepare for an interview by developing specific questions

The interviewer should:

A.
review the application during the interview to ensure that they can ask questions of the applicant's family as they arise

B.
prepare for an interview by developing specific questions

C.
not allow an applicant to ask specific questions, in the interest of time, until the second interview

D.
refrain from asking questions to gain specific applicant information because it is too difficult to compare responses between applicants

E.
not record impressions of an applicant because that can bias the interviewers decision

E.
all of the choices

Common interviewing mistakes made by candidates include which of the following?

A.
playing games

B.
being unprepared

C.
not listening

D.
talking too much

E.
all of the choices

D.
group panel interviews

Employment interviews can be conducted in a number of applicant-interviewer combinations including which of the following?

A.
panel interviews

B.
group interviews

C.
one-on-one interviews

D.
group panel interviews

E.
all of the choices

C.
polygraph testing

One method of integrity testing is the use of graphic responses tests. A method that is prohibited in some provinces by the Employment Standards Act is:

A.
written tests

B.
attitude tests

C.
polygraph testing

D.
computer interactive testing

E.
employment testing

A.
content validity

Rational approaches to test validation include

A.
content validity

B.
concurrent validity

C.
predictive validity

D.
reliable validity

E.
structural validity

D.
differential validity

Some testing experts advise separate validation studies for different demographic subgroups. These studies are referred to as:

A.
minority validity

B.
construct validity

C.
predictive validity

D.
differential validity

E.
demographic validity

E.
all of the choices

A good employment contract includes all of the following EXCEPT:

A.
specific probationary period if applicable

B.
start date of employment

C.
reasonable restrictive covenants

D.
termination procedures

E.
all of the choices

E.
all of the choices

Which of the following should the selection strategy do?

A.
reflect job requirements

B.
be linked to the organization's stage in its life cycle

C.
recognize organizational constraints

D.
recognize labour market realities

E.
all of the choices

D.
Markov construct interview

Employment interviews can be held in a variety of formats including all the below EXCEPT:

A.
structured interview

B.
behavioural description

C.
stress-producing

D.
Markov construct interview

E.
unstructured interview

E.
performing well on one predictor can compensate for performing poorly on another

The compensatory approach to hiring is used when:

A.
predictors are assumed to be independent

B.
scores for each predictor are evaluated on a pass or fail basis

C.
the applicant is hired based on what their expected compensation package (pay) would be

D.
affordability of the applicants compensation package (pay) is a predictor in the selection process

E.
performing well on one predictor can compensate for performing poorly on another

D.
the end of the selection process

The hiring decision marks the:

A.
beginning of the selection process

B.
the end of the recruitment process

C.
the end of the first stage in the job analysis process

D.
the end of the selection process

E.
the beginning of the realistic job preview

A.
the immediate supervisor should be involved as s/he will ultimately be responsible for the employee

During employment interviews:

A.
the immediate supervisor should be involved as s/he will ultimately be responsible for the employee

B.
the immediate supervisor should not be involved as s/he is too close to the job

C.
the immediate supervisor should only be involved if there is no human resource department

D.
the immediate supervisor should be involved only if s/he has had professional interview training

E.
the immediate supervisor should not be informed of the interview until it is completed

A.
scores for each predictor are evaluated on a pass or fail basis

The multiple cutoff approach to hiring is used when:

A.
scores for each predictor are evaluated on a pass or fail basis

B.
management predetermines the number of applicants that will proceed on to the next round

C.
there is first a group interview followed by individual interviews

D.
there is first a group interview followed by a panel interview

E.
the testing all takes place in the same day

B.
past behaviour is one of the best predictors of future behaviour

Behavioural oriented interviews are based on the principle that:

A.
people will tell you how they would like to behave

B.
past behaviour is one of the best predictors of future behaviour

C.
they are legal while polygraph testing sometimes is not

D.
watching how a person behaves while they are being interviewed is informative

E.
some demographic will behave differently than others

C.
they vary measurably in reliability and validity

Though interviewing is a popular selection technique, interviews do have some shortcomings including:

A.
they allow the company to sell itself to the candidate

B.
they allow the employer to assess personal suitability of the candidate

C.
they vary measurably in reliability and validity

D.
they can be a public relations tools for the organization

E.
they allow the candidate to make an impression

D.
assess an applicant's likely future responses to specific incidents which they may or may not have encountered in the past

Situational interviews include questions that:

A.
attempt to identify how a job applicant responded to specific work situations in the past

B.
align with the theory that the best predictor of future actions is past actions

C.
try to focus on behaviour that has occurred most recently

D.
assess an applicant's likely future responses to specific incidents which they may or may not have encountered in the past

E.
assess an applicant's likely future responses to specific incidents which they have encountered in the past

B.
delicately balance individual rights against employer liability and workplace safety

Recent court decisions indicate that, today, employers, in regards to drug testing and medical evaluations, must:

A.
refuse to do any testing regardless of job descriptions and specifications

B.
delicately balance individual rights against employer liability and workplace safety

C.
under all circumstances test for drugs and physical limitations for liability reasons

D.
accommodate all employees regardless of situation or circumstances, making testing irrelevant

E.
enforce employees to do mandatory self-testing for drug use

B.
justifiable if it is a bona fide occupational requirement for the job

The testing of job applicants for drugs in Canada is:

A.
illegal

B.
justifiable if it is a bona fide occupational requirement for the job

C.
used at the discretion of the employer

D.
taken voluntarily only if the applicant offers

E.
required by law for many jobs

D.
building an applicant pool

Which of the following are NOT steps in the selection process?

A.
applicant screening

B.
preliminary reception of applicants

C.
verification of reference(s)

D.
building an applicant pool

E.
realistic job preview

B.
biographical information blank

A type of application blank that uses a multiple-choice format to measure a job candidate's education, experiences, opinions, attitudes, and interests is called a:

A.
weighted application blank

B.
biographical information blank

C.
weighted information application

D.
biographical information application

E.
weighted indicator blank

D.
when predictors are expensive

The multiple hurdle approach is best used:

A.
in small, owner-operated business

B.
in the first half of the selection process

C.
when newly hired employees are given little to no training programs

D.
when predictors are expensive

E.
when the compensatory approach is used

C.
written references usually emphasize only positive points

Problems with personal references include:

A.
they are often too long

B.
they tend to be overused

C.
written references usually emphasize only positive points

D.
the writers do not provide enough information

E.
they are usually not signed, therefore illegal

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Which type of interview has been found to be the most effective predictor of success on the job?

Which type of interview is more effective?

Which type of interview more accurately predicts future on the job behavior?

Which type of interview is considered the most reliable and valid?