Question 1

Interviews are best suited to the assessment of noncognitive attributes such as interpersonal relations or social skills, initiative, conscientiousness, dependability, perseverance, teamwork, leadership.

Accepted Answer

Interviews provide an opportunity for candidates to showcase their communication skills, problem-solving abilities, and other noncognitive attributes that may not be evident from their resume or other application materials. Therefore, they are well-suited for evaluating attributes such as interpersonal relations or social skills, initiative, conscientiousness, dependability, perseverance, teamwork, leadership.

Question 2

An ideal answer to a situational interview question must be exactly as it is written in the scoring guide.

Accepted Answer

An ideal answer to a situational interview question does not necessarily have to be exactly as it is written in the scoring guide. While the scoring guide may provide a framework for what the interviewer is looking for, there may be multiple acceptable ways to answer a situational question depending on the context and the candidate's experience. The most important thing is to address the situation at hand, provide a thoughtful and well-reasoned response, and demonstrate how your skills and experience make you the best candidate for the job.

Question 3

Serial interviews are also known as sequencing interviews.

Accepted Answer

Serial interviews refer to a sequence of interviews conducted over time with the same candidate. The term "sequencing interviews" can be used interchangeably with serial interviews.

Question 4

An interview conducted by two or more interviewers together at one time is referred to as a panel interview.

Accepted Answer

A panel interview involves two or more interviewers conducting the interview together at the same time. Therefore, the statement is true.

Question 5

Structuring factors include standardization, job relatedness of interview questions, and standardized scoring systems.

Accepted Answer

Structuring factors do include standardization, job relatedness of interview questions, and standardized scoring systems.

Question 6

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.

Accepted Answer

This statement is true, as organizations are recognizing the importance of hiring employees who align with their company culture and have skills that can be applied in various roles.

Question 7

Interviews have been used in the termination of employees during a downsizing or "rightsizing" process.

Accepted Answer

It is true that interviews have been used in the termination of employees during a downsizing or "rightsizing" process. Companies often conduct interviews with employees to assess their skills, experience, and suitability for new roles within the company, and to determine who should be let go.

Question 8

In a 2007 study by researchers Simola, Taggar, and Smith, more than 58.2 percent of Canadian HR practitioners reported using behaviour description interview questions.

Accepted Answer

There is no verifiable information or study by researchers Simola, Taggar, and Smith from 2007 that confirms this specific statistic about Canadian HR practitioners using behavior description interview questions.

Question 9

Employment interviews are the most popular selection procedure among employers and employees.

Accepted Answer

Employment interviews are indeed the most popular selection procedure used by both employers and employees.

Question 10

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 adopted an employment equity program.
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.

Accepted Answer

The answer of According to researchers Seijts and Kyei-Poku, what...

Question 11

Employment interviews need to be based on a job analysis so that they assess job-relevant KSAOs.

Accepted Answer

Employment interviews should assess the knowledge, skills, abilities, and other characteristics (KSAOs) that are relevant to the job for which the candidate is being considered. This can be achieved by conducting a job analysis, which identifies the job-related competencies and behaviors required for success in the role. The interview questions should then be designed to elicit information about these KSAOs, in order to evaluate the candidate's fit with the job requirements.

Question 12

The experienced-based interview involves asking the interviewees to describe in detail how they perform a job-related task while visualizing themselves performing the task.

Accepted Answer

An experience-based interview typically involves asking candidates to describe past experiences and how they handled specific work-related situations, rather than visualizing themselves performing a task.

Question 13

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.

Accepted Answer

The interviewer typically forms a preliminary impression of the applicant based on their resume and application materials before the interview begins.

Question 14

Research on employment interviews indicates that structuring an interview appears to increase interview reliability and validity.

Accepted Answer

Research has shown that structured interviews, where all candidates are asked the same set of questions, lead to more reliable and valid hiring decisions. This is because it reduces potential biases and ensures that each candidate is evaluated based on the same criteria.

Question 15

A probe is an initial question asked by an interviewer to prompt a candidate about his or her current job knowledge.

Accepted Answer

The answer of A probe is an initial question asked...

Question 16

One concern with the behaviour description interview is that applicants could make up stories about events that never happened.

Accepted Answer

The behaviour description interview relies on applicants providing examples of past behaviour in specific situations. While applicants could theoretically make up stories, the interviewer can probe for specific details and ask follow-up questions to assess the credibility of the response. Furthermore, the interviewer can verify details with references or through background checks.

Question 17

Factors such as the applicant's physical appearance and nonverbal behaviours during the interview can affect the interviewer's evaluation of the applicant.

Accepted Answer

Studies have shown that factors such as physical appearance, body language, and eye contact can influence an interviewer's perception of a candidate's qualifications and fit for the job. It is important for applicants to present themselves professionally and confidently during the interview process.

Question 18

Interviews are most frequently used as preliminary screening devices, as opposed to assisting in making final decisions at the end of a selection process.

Accepted Answer

Interviews are often used in the later stages of the selection process to assist in making final hiring decisions, rather than just as preliminary screening tools. They provide a way for employers to assess a candidate's interpersonal and job-related skills in more depth.

Question 19

Multiple-Mini Interviews were pioneered by researchers at the University of Toronto in 2002 in order to select applicants to its medical school.

Accepted Answer

Multiple-Mini Interviews (MMIs) were pioneered by researchers at McMaster University, not the University of Toronto, to select applicants for medical school.

Question 20

The situational interview is a highly structured interview in which hypothetical situations are described and applicants are asked what they would do.

Accepted Answer

The statement accurately describes the situational interview.

Quiz 9: Selection III: Interviewing