Chapter 10 1. The scope of selection interviews should be narrowed to all of the

Question

Chapter 10 1. The scope of selection interviews should be narrowed to all of the following EXCEPT a. applied social and interpersonal skills. b. personality and habitual behaviors. c. job knowledge. d. ikability, friendliness, and motivation. 2. A selection interview focuses on all of the following a. job-related knowledge. c. checking credentials and licensure requirements. EXCEPT lving skills. d. interpersonal skills. 3. When are job knowledge questions appropriate in an interview? a. when there are a large number of such questions to be asked b. when interview questions refer to actual behaviors such as diagnosis of defects c. for obs that require verbalization of technical information and work procedures d. They are appropriate for all situations. 4. Which of the following is true about how information is processed by the interviewer? a. Negative information is given a relatively larger weight than positive information. b. Peformance during the interview has little effect on interviewer evaluations. c. Pe-interview expectations of the interviewer about the applicant have no effect on the evaluations made of the applicant at the completion o f the interview d. Interviewers cannot usually specify why a rejected applicant would not likely be a good employee, but can explain why an accepted applicant would be satisfactory. 5. Why is the Watson v. Ft. Worth Bank & Trust case so a. t found that content validity is an inappropriate b. found that it is permissible to use subjective important for selection interviewing? defense for the measurement of mental processes. measures of certain applicant characteristics that cannot be fully measured with objective tests.

Explanation / Answer

1 a 2 c 3 c 4 a 5 6 a 7 b 8 a 9 d 10 a 11 d 12 c

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