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Interviewing and Selection Techniques Flashcards

7 cards from real USA practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Interviewing and Selection Techniques flashcards as text

  1. A company uses a 'work sample test' in which applicants draft a memo relevant to the job. This assessment has HIGH validity primarily because of its:

    Answer: High content validity — it mirrors actual job tasks

    Work sample tests have high content validity because they directly replicate tasks performed on the job, making them strong predictors of performance.

  2. Which of the following questions is LEGALLY PROBLEMATIC to ask during a U.S. job interview?

    Answer: 'What is your native language?'

    Asking about native language can reveal national origin, a protected class under Title VII, making it legally risky unless directly job-relevant.

  3. A recruiter notices she rates candidates who interview right after a weak candidate more favorably than those who interview after a strong one. This is an example of:

    Answer: Contrast effect

    The contrast effect occurs when a candidate's rating is influenced by comparisons to the preceding candidate rather than absolute job requirements.

  4. Under the Americans with Disabilities Act (ADA), when can an employer ask about a candidate's disability?

    Answer: Only after a conditional job offer has been extended

    The ADA permits disability-related inquiries and medical exams only after a conditional offer of employment has been made.

  5. A STAR-format response in a behavioral interview stands for Situation, Task, Action, and:

    Answer: Result

    STAR stands for Situation, Task, Action, Result — a structured way candidates describe past behavior to demonstrate competencies.

  6. A selection process with high reliability but low validity means the assessment:

    Answer: Consistently measures something other than what predicts job success

    High reliability means consistent results, but low validity means those results do not predict what they should — a consistent measure of the wrong thing.

  7. Which interview format has the STRONGEST empirical support for predicting future job performance?

    Answer: Structured behavioral or situational interview

    Decades of research confirm that structured interviews — with standardized questions and scoring — have significantly higher predictive validity than unstructured ones.