Interviewing Candidates: Trivia Questions On Human Resource Management! Quiz

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  • 1/70 Questions

    Which of the following is the most commonly used selection tool?

    • Telephone reference
    • Reference letter
    • Interview
    • Personality test
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About This Quiz

Below are some Trivia Questions on Human Resource Management on interviewing candidates. A candidate is expected to showcase their abilities to be part of the company in the interviews they take part in and the HRM is expected to use techniques to see a candidate’s compatibility with the goals of the organization. Take this test and see if your skills See moreas an HRM are on point.

Interviewing Candidates: Trivia Questions On Human Resource Management! Quiz - Quiz

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  • 2. 

    Which of the following refers to a procedure designed to predict future job performance based on an applicant's oral responses to oral inquiries?

    • Work sample simulation

    • Selection interview

    • Reference check

    • Arbitration

    Correct Answer
    A. Selection interview
    Explanation
    A selection interview refers to a procedure designed to predict future job performance based on an applicant's oral responses to oral inquiries. This type of interview allows employers to assess the candidate's communication skills, problem-solving abilities, and overall fit for the job. It provides an opportunity to delve deeper into the applicant's qualifications, experience, and potential for success in the role. By asking specific questions and evaluating the candidate's responses, employers can make informed decisions about whether the applicant is the right fit for the position.

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  • 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 ________ interview.

    • Screening

    • Selection

    • Benchmark

    • Background

    Correct Answer
    A. Selection
    Explanation
    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 selection interview. This type of interview is specifically designed to assess the suitability of candidates for a particular job by evaluating their ability to articulate their thoughts and experiences. The interviewer asks questions related to the job requirements and evaluates the candidate's responses to determine if they possess the necessary skills, qualifications, and qualities for the position. The purpose of a selection interview is to identify the most suitable candidates for further consideration in the hiring process.

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  • 4. 

    According to the text, selection interviews are classified by all of the following factors EXCEPT ________.

    • Administration

    • Structure

    • Content

    • Length

    Correct Answer
    A. Length
    Explanation
    The text categorizes selection interviews based on factors such as administration, structure, and content. However, the length of the interviews is not mentioned as a factor for classification.

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  • 5. 

    What is the type of interview which lists the questions ahead of time?

    • Structured interview

    • Unstructured interview

    • Situational interview

    • Behavioral interview

    Correct Answer
    A. Structured interview
    Explanation
    A structured interview is a type of interview where the questions are predetermined and listed ahead of time. This allows the interviewer to ask the same set of questions to all candidates, ensuring consistency and fairness in the evaluation process. The questions are typically designed to assess specific skills, experiences, and qualifications required for the job. This type of interview provides a standardized and systematic approach to interviewing, making it easier to compare candidates and make informed hiring decisions.

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  • 6. 

    Which of the following is another term for an unstructured interview?

    • Directive

    • Nondirective

    • Unformatted

    • Administrative

    Correct Answer
    A. Nondirective
    Explanation
    A nondirective interview is a type of unstructured interview where the interviewer allows the interviewee to freely express their thoughts and feelings without any specific format or set of questions. This approach aims to gather in-depth information and insights from the interviewee by giving them the freedom to steer the conversation. Unlike a directive interview, where the interviewer has a predetermined set of questions and guides the interviewee towards specific answers, a nondirective interview promotes open-ended discussions and encourages the interviewee to share their perspectives and experiences.

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  • 7. 

    Which of the following is an advantage of using a nondirective format when interviewing job candidates?

    • Allows candidates to ask questions

    • Uses a manager's time more effectively

    • Pursues points of interest as they develop

    • Scores and compares candidates with consistency

    Correct Answer
    A. Pursues points of interest as they develop
    Explanation
    A nondirective format allows the interviewer to pursue points of interest as they develop during the interview. This means that the interviewer can explore topics or areas that are not predetermined, allowing for a more organic and flexible conversation. This approach can lead to a deeper understanding of the candidate's skills, experiences, and potential fit for the job. It also allows the interviewer to gather more relevant and specific information about the candidate, which can help in making a more informed hiring decision.

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  • 8. 

    Which of the following is the primary disadvantage of using structured interviews during the employee selection process?

    • Higher potential for bias

    • Limited validity and reliability

    • Inconsistency across candidates

    • Reduced opportunities for asking follow-up questions

    Correct Answer
    A. Reduced opportunities for asking follow-up questions
    Explanation
    Structured interviews are designed to be standardized and consistent across all candidates, which means that the interviewer follows a predetermined set of questions. This can limit the opportunities for asking follow-up questions or probing deeper into the candidate's responses. As a result, important information may be missed, and the interviewer may not be able to fully explore the candidate's qualifications, skills, or experiences. This can lead to a less comprehensive evaluation of candidates and potentially result in the selection of a less suitable candidate for the job.

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  • 9. 

    How do situational interviews differ from behavioral interviews?

    • Situational interviews are based on an applicant's responses to actual past situations

    • Situational interviews are based on how an applicant might behave in a hypothetical situation.

    • Situational interviews ask applicants job-related questions to assess their knowledge and skills.

    • Behavioral interviews ask applicants to describe their emotions in different hypothetical situations.

    Correct Answer
    A. Situational interviews are based on how an applicant might behave in a hypothetical situation.
    Explanation
    Situational interviews differ from behavioral interviews in that they assess how an applicant might behave in a hypothetical situation. Unlike behavioral interviews, which focus on an applicant's responses to actual past situations, situational interviews present hypothetical scenarios to gauge how the applicant would handle them. This type of interview allows employers to assess the applicant's problem-solving skills, decision-making abilities, and their ability to think on their feet. By evaluating how applicants might react in hypothetical situations, employers can gain insight into their potential performance in real-life work scenarios.

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  • 10. 

    Which of the following statements is representative of what might be asked in a behavioral interview?

    • "Consider a time when you were faced with an angry client. What did you do to turn the situation around?"

    • "We are concerned with employee pilferage. As a manager here, how would you go about discouraging this behavior?"

    • "Employees in this division are frequently under a great deal of pressure. How do you think you would handle the stress of the position?"

    • "What would you do if a subordinate threatened to sue the company for discrimination?"

    Correct Answer
    A. "Consider a time when you were faced with an angry client. What did you do to turn the situation around?"
    Explanation
    This statement is representative of what might be asked in a behavioral interview because it asks the candidate to reflect on a specific situation and describe their actions and problem-solving skills. It assesses their ability to handle difficult situations, manage client relationships, and find effective solutions to problems.

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  • 11. 

    What type of interview would most likely include the statement, "Tell me about a time when you worked successfully in a team environment"?

    • Situational

    • Behavioral

    • Puzzle

    • Stress

    Correct Answer
    A. Behavioral
    Explanation
    A behavioral interview is the most likely type of interview to include the statement, "Tell me about a time when you worked successfully in a team environment." In a behavioral interview, the interviewer asks questions about past experiences and behaviors to assess how a candidate might perform in similar situations in the future. This question specifically asks for a specific example of working successfully in a team, which aligns with the focus of a behavioral interview.

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  • 12. 

    Which of the following statements is representative of what might be asked in a situational interview?

    • "Tell me about a time you showed leadership in a difficult situation."

    • "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?"

    • "Can you think of a time when you were especially proud of your management skills? Tell me about that."

    • "In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Describe how you handled the situation."

    Correct Answer
    A. "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?"
    Explanation
    The given correct answer is "Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?" This statement is representative of what might be asked in a situational interview because it presents a hypothetical scenario that the candidate may encounter in a real-life situation. It tests the candidate's ability to handle difficult and potentially confrontational situations, assess their problem-solving skills, and evaluate their knowledge of customer service and conflict resolution techniques.

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  • 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?"

    • Behavioral

    • Stress

    • Puzzle

    • Situational

    Correct Answer
    A. Situational
    Explanation
    A situational interview is the most likely type of interview to include a question like "Imagine that you have just been assigned the task of winning the business of our competition's biggest client. How would you proceed?" In a situational interview, candidates are presented with hypothetical scenarios and asked how they would handle them. This type of question is designed to assess a candidate's problem-solving skills, ability to think on their feet, and their knowledge of the industry and competition.

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  • 14. 

    In a stress interview, the interviewer ________.

    • Provides an applicant with a task to complete in a set amount of time

    • Tries to make the applicant uncomfortable in order to spot sensitivity

    • Gives a word problem to see how the candidate thinks under pressure

    • Describes a hypothetical situation to assess how the applicant responds

    Correct Answer
    A. Tries to make the applicant uncomfortable in order to spot sensitivity
    Explanation
    In a stress interview, the interviewer tries to make the applicant uncomfortable in order to spot sensitivity. This type of interview is designed to put the candidate under pressure and observe their reaction. The interviewer may use various tactics such as asking challenging or provocative questions, interrupting the candidate, or displaying negative body language. The purpose is to assess how well the applicant handles stress, maintains composure, and responds to difficult situations. By intentionally creating discomfort, the interviewer aims to gauge the candidate's ability to handle stress and pressure in the workplace.

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  • 15. 

    Which of the following questions would most likely be asked during a stress interview?

    • "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?"

    • "Can you tell me about a time in the past when you used leadership skills to handle a difficult situation?"

    • "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?"

    • "Why are you leaving your current position and changing careers?"

    Correct Answer
    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?"
    Explanation
    This question would most likely be asked during a stress interview because it is confrontational and designed to provoke a reaction from the interviewee. Stress interviews are conducted to assess how well a candidate handles pressure and difficult situations. By questioning the interviewee's ability to make good decisions and remain focused based on their college switching, the interviewer is intentionally creating a stressful and challenging environment to evaluate the candidate's response.

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  • 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"?

    • Situational

    • Behavioral

    • Stress

    • Puzzle

    Correct Answer
    A. Stress
    Explanation
    This question is asking about the type of interview that would most likely include a question about leaving a company after accusations of unethical behavior. The question is probing the candidate's ability to handle stress and difficult situations. Therefore, the correct answer is stress, as this type of interview is designed to assess how well a candidate can handle and manage stress in the workplace.

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  • 17. 

    Which of the following terms refers to a group of interviewers working together to question and rate one applicant?

    • Serial interview

    • Board interview

    • Sequential interview

    • Mass interview

    Correct Answer
    A. Board interview
    Explanation
    A board interview refers to a group of interviewers working together to question and rate one applicant. In this type of interview, multiple interviewers from different departments or levels within an organization come together to assess the candidate's qualifications, skills, and fit for the job. Each interviewer asks questions and provides their own evaluation, which is then collectively considered in the hiring decision-making process. This format allows for a more comprehensive evaluation of the candidate from different perspectives and helps ensure a fair and thorough assessment.

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  • 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.

    • Board

    • Panel

    • Serial

    • Mass

    Correct Answer
    A. Serial
    Explanation
    Kevin is most likely experiencing a serial interview. This is because he is meeting with different individuals in a sequential order, starting with the HR manager, then the department manager, and finally the company president. A serial interview typically involves multiple rounds of interviews with different individuals within the organization.

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  • 19. 

    In a ________ interview, a panel questions several candidates simultaneously.

    • Formal

    • Topical

    • Panel

    • Mass

    Correct Answer
    A. Mass
    Explanation
    In a mass interview, a panel questions several candidates simultaneously. This type of interview is conducted when there are a large number of candidates to be assessed and it allows the panel to efficiently evaluate multiple candidates at once. The term "mass" here refers to the large number of candidates being interviewed, rather than the other options provided.

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  • 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

    • Serial

    • Panel

    • One-on-one

    • Mass

    Correct Answer
    A. Panel
    Explanation
    This is an example of a panel interview. In a panel interview, the candidate is interviewed by a group of individuals who collectively make the hiring decision. The team of faculty members in the biology department conducting the interview in this scenario fits the description of a panel interview.

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  • 21. 

    An employer can most likely increase the reliability of a panel interview by ________.

    • Using an unstructured interview format

    • Interviewing multiple candidates simultaneously

    • Providing interviewers with scoring sheets and sample answers

    • Requiring candidates to participate in work sampling techniques

    Correct Answer
    A. Providing interviewers with scoring sheets and sample answers
    Explanation
    Providing interviewers with scoring sheets and sample answers can increase the reliability of a panel interview because it ensures that all interviewers are evaluating candidates based on the same criteria. The scoring sheets provide a standardized method for assessing candidates, reducing the potential for bias or subjective judgments. Additionally, the sample answers can serve as a reference point for interviewers, helping them to ask consistent and relevant questions. This approach promotes fairness and consistency in the evaluation process, leading to more reliable outcomes.

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  • 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.

    • Serial

    • Board

    • Mass

    • Panel

    Correct Answer
    A. Mass
    Explanation
    This is most likely an example of a mass interview because the team of interviewers will meet with all the candidates at once and pose problems to them. In a mass interview, multiple candidates are interviewed simultaneously, allowing the interviewers to observe and compare the candidates' responses and performance in real-time. This type of interview is often used when there are a large number of candidates to be assessed in a short period of time.

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  • 23. 

    With phone and tablet video functionalities FaceTime™ and Skype™, Web-based "inperson" interview use is widespread; In a recent year about ________ of candidates took such interviews .

    • 2%

    • 7%

    • 18%

    • 45%

    Correct Answer
    A. 18%
    Explanation
    In recent years, the use of video functionalities such as FaceTime and Skype for conducting "in-person" interviews has become widespread. This allows candidates to be interviewed remotely using their phones or tablets. The given answer of 18% suggests that approximately 18% of candidates opted for this method of interview in a recent year.

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  • 24. 

    All of the following are common characteristics of computerized selection interviews EXCEPT ________.

    • Questions presented rapidly

    • Response times measured for any delays

    • Questions focused on experience and skills

    • Essay questions based on hypothetical situations

    Correct Answer
    A. Essay questions based on hypothetical situations
    Explanation
    Computerized selection interviews typically involve questions presented rapidly, response times being measured for any delays, and questions focused on experience and skills. However, essay questions based on hypothetical situations are not a common characteristic of computerized selection interviews.

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  • 25. 

    Career FAQs lists things that interviewees should keep in mind when doing an online video interview. Which of the following is NOT one of them?

    • Clean up the room

    • Use a new computer

    • Do a dry run

    • Look presentable

    Correct Answer
    A. Use a new computer
    Explanation
    The correct answer is "use a new computer". When doing an online video interview, it is important to clean up the room, do a dry run, and look presentable. However, using a new computer is not mentioned as one of the things interviewees should keep in mind.

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  • 26. 

    Which of the following interview formats will most likely result in the highest validity?

    • Structured, situational

    • Unstructured, situational

    • Structured, behavioral

    • Unstructured, behavioral

    Correct Answer
    A. Structured, situational
    Explanation
    Structured, situational interviews are likely to result in the highest validity because they involve asking all candidates the same set of standardized questions, which are specifically designed to assess job-related skills and behaviors in hypothetical situations. This format allows for consistent evaluation and comparison of candidates, minimizing bias and increasing the accuracy of predictions about their future job performance. Unstructured interviews, on the other hand, lack standardized questions and may lead to subjective evaluations and unreliable results. Behavioral interviews, whether structured or unstructured, focus on past behaviors rather than hypothetical situations, which may not always accurately predict future performance.

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  • 27. 

    The primary purpose of conducting a stress interview is to determine ________.

    • Why an applicant wants to work for the firm

    • How an applicant solves complex problems

    • Why an applicant lied on the resume

    • How an applicant handles criticism

    Correct Answer
    A. How an applicant handles criticism
    Explanation
    A stress interview is designed to assess how an applicant handles challenging and uncomfortable situations, such as criticism. By subjecting the applicant to stress-inducing tactics or difficult questions, the interviewer can observe their reaction, composure, and ability to handle criticism. This helps the interviewer gauge the applicant's emotional intelligence, resilience, and ability to handle pressure, which are crucial qualities in many job roles. The interview aims to determine how well the applicant can handle criticism and whether they can maintain professionalism and confidence in stressful situations.

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  • 28. 

    Which of the following statements is most likely true?

    • Interpersonal skills are difficult to judge from phone interviews.

    • Phone interviews can generate spontaneous answers from candidates

    • Candidates prefer phone interviews more than face-to-face interviews

    • Interviewers usually judge candidates the same in phone and face-to-face interviews

    Correct Answer
    A. Phone interviews can generate spontaneous answers from candidates
    Explanation
    Phone interviews can generate spontaneous answers from candidates because the lack of face-to-face interaction and physical presence can make candidates feel more comfortable and less pressured. This can lead to them providing more genuine and unfiltered responses, allowing interviewers to get a better sense of their true thoughts and reactions. Additionally, the absence of visual cues in phone interviews may encourage candidates to be more vocal and expressive in their answers, further enhancing the spontaneity of their responses.

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  • 29. 

    Which of the following is a common characteristic of computerized interviews?

    • Multiple-choice questions

    • Puzzle questions

    • Follow-up questions

    • Open-ended questions

    Correct Answer
    A. Multiple-choice questions
    Explanation
    Computerized interviews often use multiple-choice questions because they are easy to administer and score. They allow for standardized responses and can be automated, saving time and resources. Multiple-choice questions also provide a structured format, ensuring consistency in the interview process and making it easier to compare and analyze responses. Additionally, they can be used to assess specific knowledge or skills by offering a range of options for participants to choose from.

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  • 30. 

    Which of the following most likely combines aspects of behavioral and situational questioning?

    • Computerized interviews

    • Panel interviews

    • Mass interviews

    • Case interviews

    Correct Answer
    A. Case interviews
    Explanation
    Case interviews most likely combine aspects of behavioral and situational questioning. In a case interview, candidates are presented with a real or hypothetical business problem and are asked to analyze it, identify possible solutions, and provide recommendations. This requires candidates to demonstrate their problem-solving skills and their ability to think critically and strategically, which aligns with the situational questioning approach. Additionally, candidates may be asked to reflect on their past experiences and provide examples of how they have handled similar situations, which aligns with the behavioral questioning approach.

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  • 31. 

    The primary purpose of conducting a case interview is to ________.

    • Provide a candidate with a realistic job preview

    • Form a realistic assessment of a candidate's skills

    • Ensure that a candidate's needs are expressed

    • Determine how a candidate handles criticism

    Correct Answer
    A. Form a realistic assessment of a candidate's skills
    Explanation
    The primary purpose of conducting a case interview is to form a realistic assessment of a candidate's skills. Case interviews are designed to evaluate a candidate's ability to analyze and solve complex problems, think critically, and communicate effectively. By presenting candidates with real-life business scenarios and evaluating their responses, interviewers can gain insights into their problem-solving skills, strategic thinking, and overall suitability for the role. This assessment helps employers make informed decisions about which candidates are the best fit for the position.

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  • 32. 

    Which of the following traits is most likely to be assessed accurately during an interview?

    • Intelligence

    • Agreeableness

    • Conscientiousness

    • Emotional stability

    Correct Answer
    A. Agreeableness
    Explanation
    Agreeableness is most likely to be assessed accurately during an interview because it refers to a person's tendency to be cooperative, friendly, and considerate towards others. During an interview, the interviewer can observe the candidate's behavior, communication style, and interpersonal skills, which can provide insights into their agreeableness. This trait can be assessed through the candidate's ability to listen actively, respond empathetically, and collaborate effectively with others, all of which can be observed during the interview process.

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  • 33. 

    According to studies, which of the following has the most influence on the outcome of a job interview?

    • Thank-you notes sent from the candidate to the interviewer

    • An interviewer's first impression of the candidate

    • Favorable information about the candidate

    • A candidate's extroverted personality

    Correct Answer
    A. An interviewer's first impression of the candidate
    Explanation
    The correct answer is "an interviewer's first impression of the candidate". This is because the initial impression an interviewer forms of a candidate can greatly influence their overall perception and evaluation of the candidate's suitability for the job. First impressions are often based on non-verbal cues, body language, and overall demeanor, which can shape the interviewer's perception of the candidate's qualifications, skills, and fit for the role. Therefore, it is crucial for candidates to make a positive first impression during a job interview.

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  • 34. 

    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?

    • Context error

    • Contrast error

    • Recency error

    • Primacy error

    Correct Answer
    A. Contrast error
    Explanation
    Contrast error 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. This error occurs when the interviewer's perception of the current candidate is influenced by the extreme qualities or performance of the previous candidates. It can lead to biased decision-making and inaccurate evaluations of the candidate's abilities or qualifications.

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  • 35. 

    During an interview, Tanya discusses her numerous accomplishments at previous jobs and praises the interviewer frequently. Tanya is most likely using ________.

    • Impression management

    • Talent management

    • Mixed motives

    • Behavior modification

    Correct Answer
    A. Impression management
    Explanation
    Tanya is most likely using impression management during the interview. Impression management refers to the conscious or subconscious strategies individuals use to control or manipulate the impression they make on others. By discussing her accomplishments and praising the interviewer, Tanya is attempting to create a positive image and influence the interviewer's perception of her. This behavior is commonly observed in job interviews where candidates aim to present themselves in the best possible light to increase their chances of being hired.

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  • 36. 

    When interviewing an applicant with a disability who uses assistive technology, which of the following questions should NOT be asked?

    • Have you ever experienced any problems between your technology and an employer's information system?

    • How have you addressed any barriers or obstacles that you may have encountered in previous jobs?

    • What is the severity and exact nature of your disability and how does the technology assist you?

    • What specific technology have you successfully used in previous jobs that facilitated your work?

    Correct Answer
    A. What is the severity and exact nature of your disability and how does the technology assist you?
    Explanation
    This question should not be asked because it directly asks about the severity and exact nature of the applicant's disability, which is considered invasive and discriminatory. Asking about the specific technology used and any problems encountered with it, as well as how the applicant has addressed barriers in previous jobs, are appropriate questions that focus on the applicant's qualifications and experiences.

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  • 37. 

    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?

    • Spies

    • Moles

    • Testers

    • Insiders

    Correct Answer
    A. Testers
    Explanation
    Testers refers to individuals who are 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. These testers are used to gather evidence and determine if an employer is engaging in discriminatory practices during the hiring process. They play a crucial role in identifying and addressing any unlawful practices that may be occurring.

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  • 38. 

    Which of the following best describes telegraphing during an interview?

    • Drawing out the most useful information from an applicant

    • Searching for hidden meanings in an applicant's answers

    • Smiling at an applicant to suggest a desired answer

    • Allowing an applicant to dominate an interview

    Correct Answer
    A. Smiling at an applicant to suggest a desired answer
    Explanation
    Telegraphing during an interview refers to the act of smiling at an applicant to suggest a desired answer. This means that the interviewer uses nonverbal cues, such as smiling, to influence the applicant's response and guide them towards a specific answer. It can be seen as a subtle form of manipulation to shape the outcome of the interview in favor of the interviewer's preferences or expectations.

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  • 39. 

    Which of the following characteristics of an interview would most likely raise concerns about interview discrimination?

    • Job-related questions

    • Multiple interviewers

    • Subjective interview questions

    • Standardized interview administration

    Correct Answer
    A. Subjective interview questions
    Explanation
    Subjective interview questions are the most likely characteristic to raise concerns about interview discrimination because they are open to interpretation and personal bias. These types of questions can allow interviewers to make judgments based on their own opinions and prejudices, rather than focusing on the candidate's qualifications and abilities. This can lead to unfair treatment and discrimination based on factors such as race, gender, or age.

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  • 40. 

    Which of the following applicant characteristics is LEAST likely to be assessed accurately during a selection interview?

    • Extroversion

    • Agreeableness

    • Job knowledge

    • Conscientiousness

    Correct Answer
    A. Conscientiousness
    Explanation
    Conscientiousness is the least likely applicant characteristic to be accurately assessed during a selection interview. This is because conscientiousness refers to a person's level of organization, responsibility, and attention to detail, which may not be easily observable during a short interview. Other characteristics like extroversion, agreeableness, and job knowledge can be more easily assessed through direct questioning or observation during the interview process. However, conscientiousness is often better assessed through other methods such as references, work samples, or personality assessments.

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  • 41. 

    Which of the following would most likely increase candidate-order errors?

    • Applicant gender

    • Recruiting pressure

    • Poor first impression

    • Lack of job knowledge

    Correct Answer
    A. Recruiting pressure
    Explanation
    Recruiting pressure would most likely increase candidate-order errors because when there is pressure to quickly fill positions, recruiters may not have enough time to thoroughly evaluate and compare candidates. This can lead to mistakes in the order in which candidates are considered and potentially result in the selection of less qualified individuals. The pressure to meet recruitment targets may prioritize speed over accuracy, increasing the likelihood of candidate-order errors.

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  • 42. 

    What is the best way to avoid most interview errors?

    • Conduct panel interviews

    • Use a structured interviewing format

    • Utilize computerized interviewing technology

    • Ask only situational questions during the interview

    Correct Answer
    A. Use a structured interviewing format
    Explanation
    Using a structured interviewing format is the best way to avoid most interview errors. This format involves asking all candidates the same set of predetermined questions, which allows for a fair and consistent evaluation of their responses. It helps to eliminate bias and ensures that all relevant information is gathered from each candidate. Additionally, a structured format helps interviewers focus on the most important aspects of the job and assess candidates based on their skills and qualifications rather than personal preferences or irrelevant factors.

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  • 43. 

    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?

    • Great Toys' HR department has developed a job description for the new media planner position

    • Great Toys' competitors typically face legal issues in the hiring process stemming from the ADA.

    • Great Toys' employees typically remain with the company for many years because they feel comfortable with the organizational culture.

    • Great Toys' executives want to ensure that the interview process is fair to all candidates and that the best candidate is hired.

    Correct Answer
    A. Great Toys' executives want to ensure that the interview process is fair to all candidates and that the best candidate is hired.
    Explanation
    The fact that Great Toys' executives want to ensure that the interview process is fair to all candidates and that the best candidate is hired supports the argument that George should use a structured situational interview to hire a media planner. A structured situational interview is a standardized interview process that allows for fair and objective evaluation of candidates. By using this type of interview, George can ensure that all candidates are asked the same set of situational questions, allowing for a fair comparison of their skills and abilities. This will increase the likelihood of hiring the best candidate for the position.

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  • 44. 

    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?

    • The HR department prefers handling job evaluations without the assistance of managers.

    • George and the HR manager lack the time required to participate in a lengthy interview process.

    • George worked as a media planner at another firm and is familiar with the tasks involved in the job.

    • Great Toys has used headhunters in the past to fill executive-level positions at the firm.

    Correct Answer
    A. George and the HR manager lack the time required to participate in a lengthy interview process.
    Explanation
    The argument for using a structured situational interview is undermined by the fact that George and the HR manager do not have enough time to participate in a lengthy interview process. This suggests that conducting a structured situational interview, which typically requires more time and effort, may not be feasible in this situation. The lack of time availability for both George and the HR manager may hinder the effectiveness of the interview process and potentially lead to rushed or incomplete evaluations of the candidates.

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  • 45. 

    A series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job is known as a ________.

    • Nondirective situational interview

    • Structured behavioral interview

    • Nondirective behavioral interview

    • Structured situational interview

    Correct Answer
    A. Structured situational interview
    Explanation
    A structured situational interview is a series of job-relevant questions with predetermined answers that interviewers ask of all applicants for a job. This type of interview is designed to assess how candidates would handle specific situations that they may encounter in the job. The questions are standardized and each candidate is given the same scenarios to respond to, allowing for fair and consistent evaluation of their skills and abilities.

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  • 46. 

    When developing a structured situational interview, the first step in the process is ________.

    • Rating the job's main duties

    • Creating interview questions

    • Analyzing the job

    • Creating benchmark answers

    Correct Answer
    A. Analyzing the job
    Explanation
    The first step in developing a structured situational interview is analyzing the job. This involves thoroughly understanding the job requirements, responsibilities, and skills needed for the position. By analyzing the job, the interviewer can identify the key competencies that are essential for success in the role. This information is then used to create interview questions that assess the candidate's ability to perform these specific tasks and meet the job requirements. Analyzing the job is crucial as it ensures that the interview questions are relevant and aligned with the job, increasing the likelihood of selecting the most suitable candidate.

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  • 47. 

    What is the second step in the procedure for developing a guide for a structured situational interview?

    • Rate the job's main duties

    • Create interview questions

    • Create benchmark answers

    • Appoint the interview panel

    Correct Answer
    A. Rate the job's main duties
    Explanation
    The second step in the procedure for developing a guide for a structured situational interview is to rate the job's main duties. This involves evaluating and determining the importance and relevance of each duty in relation to the job being interviewed for. This step is crucial as it helps in identifying the key areas that need to be assessed during the interview process and ensures that the interview questions are focused on the specific requirements of the job. By rating the job's main duties, the interviewer can effectively tailor the interview questions to gather relevant information from the candidates.

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  • 48. 

    In a structured situational interview, interview questions should primarily address ________.

    • Essential job duties

    • Occupational benefits

    • Salary requirements

    • Personality issues

    Correct Answer
    A. Essential job duties
    Explanation
    In a structured situational interview, the interview questions should primarily address essential job duties. This is because the purpose of a structured situational interview is to assess the candidate's ability to handle specific job-related situations and tasks. By focusing on essential job duties, the interviewer can determine if the candidate has the necessary skills, knowledge, and experience to perform the required tasks effectively. Addressing occupational benefits, salary requirements, or personality issues may be important in other types of interviews, but in a structured situational interview, the main focus is on evaluating the candidate's suitability for the job based on their ability to handle essential job duties.

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  • 49. 

    After creating questions for a structured situational interview, ________ need to be developed for scoring purposes.

    • Grade definitions

    • Alternative rankings

    • Benchmark answers

    • Human resource metrics

    Correct Answer
    A. Benchmark answers
    Explanation
    After creating questions for a structured situational interview, benchmark answers need to be developed for scoring purposes. Benchmark answers serve as a standard or reference point against which the responses of interviewees can be evaluated. These answers are carefully crafted to represent the ideal or desired response to each question. By comparing the interviewees' answers to the benchmark answers, the interviewer can objectively assess their performance and determine their suitability for the job.

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Quiz Review Timeline (Updated): Mar 21, 2023 +

Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.

  • Current Version
  • Mar 21, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Feb 02, 2019
    Quiz Created by
    Jake

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