Question 1

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

Accepted Answer

Volunteering for the care of a challenging patient requires a certain level of self-confidence to be able to handle difficult situations and make decisions confidently.

Question 2

"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

Accepted Answer

This is a situational interview question, as it presents a hypothetical scenario and asks the candidate how they would respond. Situational questions can help interviewers gauge a candidate's problem-solving and decision-making abilities.

Question 3

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

Accepted Answer

Situational interview is a type of structured interview that presents hypothetical job-related scenarios and solicits potential response strategies from the candidate. This type of interview assesses a candidate's situational judgement and decision-making skills.

Question 4

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

Accepted Answer

A screening employment interview is primarily used to verify and gather more information about the candidate's résumé, ensuring that they meet the basic qualifications and requirements for the job.

Question 5

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

Accepted Answer

Questions from the candidate, while important for their understanding and engagement, do not contribute to the structure of an employment interview in terms of assessing the candidate's suitability for the job. The structure is primarily about the organization and evaluation methods used by the interviewer.

Question 6

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

Accepted Answer

The term "impression management" refers to the process by which applicants attempt to create a favourable impression of themselves during the interview process. This involves monitoring interviewer reactions and responding accordingly in order to present themselves in the best possible light. Choices A, C, and D may be related to the interview process but do not specifically define this aspect of applicant behaviour.

Question 7

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.

Accepted Answer

Measuring honesty directly through a job interview is challenging and not typically considered a direct benefit of the interview process. Interviews are more effective at assessing job knowledge, evaluating job fit, and selling the job to the applicant.

Question 8

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.

Accepted Answer

Situational interviewing assumes that candidates will behave in ways they describe when responding to hypothetical job-related scenarios.

Question 9

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

Accepted Answer

The concept that refers to the interviewers' beliefs about the requirements of the job and the characteristics of the applicants is their knowledge structure. This includes their assumptions and expectations about what the ideal candidate for the job should possess in terms of skills, experience, and personality traits. This knowledge structure can influence the way they evaluate and perceive the applicants, leading to biases or stereotypes. However, it is not necessarily related to initial impressions, which are formed at the beginning of the interview, or biases, which are preconceived notions that may or may not be related to the job requirements.

Question 10

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)hypothetical
B)real-life
C)situational
D)behavioural

Accepted Answer

This question is a behavioural interview question as it aims to gain insight into the applicant's past behaviour and experiences, which can indicate their future behaviour in the job position.

Question 11

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.

Accepted Answer

Pre-interview chit-chat may lead to casual conversation that could result in questions or comments that reveal information on prohibited grounds such as age, race, religion, gender, etc. This could lead to potential discrimination or bias in the hiring process. It is important to keep the conversation focused on job-related topics and avoid any personal or sensitive topics.

Question 12

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.

Accepted Answer

The benefit of ensuring the performance of new employees with standard questions is not mentioned as a benefit of speed interviewing according to the given information from Videotron.

Question 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

Accepted Answer

Serial interviews involve multiple interviewers meeting with the candidate separately or in sequence, allowing for diverse perspectives on the candidate's qualifications.

Question 14

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 .

Accepted Answer

The structured interview is about consistency and objectivity, so asking questions that probe for opinions or self-evaluations is not recommended. Instead, questions should focus on job-related behaviors and experiences that can be objectively evaluated. Therefore, option C is not an element that contributes to a structured interview.

Question 15

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

Accepted Answer

The answer of According to Statistics Canada's Workplace and Employee...

Question 16

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

Accepted Answer

A structured interview consists of a standardized set of job-relevant questions and a scoring guide, ensuring that all candidates are evaluated on the same criteria. This type of interview is commonly used in the hiring process to increase fairness and objectivity.

Question 17

Which of the following is NOT a structured employment interview technique
A)behavioural
B)experience-based
C)situational
D)sequential

Accepted Answer

Behavioural, experience-based and situational are all structured employment interview techniques. Sequential is not a technique for structured employment interviews.

Question 18

Which of the following components is NOT a feature of most structured interview formats
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.

Accepted Answer

Structured interview formats typically focus on job-relevant questions and behavioral-based questions, rather than opinions and self-evaluations. Therefore, option D is not a feature of most structured interview formats. Options A, B, and C are features of structured interviews.

Question 19

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

Accepted Answer

An unstructured interview 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. This type of interview allows the interviewer to ask questions freely and follow up on the candidate's answers, allowing for a deeper understanding of their qualifications and suitability for the role. However, the lack of structure can also lead to inconsistencies in evaluation and bias.

Question 20

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

Accepted Answer

The organization will use a behaviour description interview in which the applicants are asked to describe what they did in given situations in the past. This interview technique focuses on the applicant's past behaviour and performance, rather than hypothetical situations or future intentions. The main idea behind a behavior description interview is to determine how a candidate has dealt with situations and problems in the past so that an employer can have a clear understanding of how they might perform in a specific work environment. Therefore, the best choice is A.

Quiz 9: Selection 3: Interviewing

If the competency for a job is self-confidence, what would be an example of a behavioural indicator

"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

Which type of structured interview describes hypothetical on-the-job incidents and asks applicants what they would do

What is a screening employment interview best suited to assess

Which of the following would NOT contribute to the structure of an employment interview

Which of the following defines how applicants attempt to create a favourable impression of themselves by monitoring interviewer reactions and responding accordingly

From the employer's perspective, which of the following is NOT a benefit of conducting a job interview

Which of the following is a key assumption of situational interviewing

Which concept refers to the interviewers' beliefs about the requirements of the job and the characteristics of the applicants

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

What is one negative outcome of pre-interview chit-chat

According to Videotron, which of the following is NOT a benefit of speed interviewing

Which interviews are conducted by two or more interviewers separately or in sequence

As outlined in the textbook, which of the following is NOT an element that contributes to a structured interview

According to Statistics Canada's Workplace and Employee Survey, what percentage of surveyed firms used interviews in their pre-hiring selection

Which type of interview consists of a standardized set of job-relevant questions and a scoring guide

Which of the following is NOT a structured employment interview technique

Which of the following components is NOT a feature of most structured interview formats

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

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