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
A situational interview question presents a hypothetical scenario and asks 'What would you do if…?' The primary advantage over a behavioral question is that it:
Answer: Is useful for candidates with limited direct experience
Situational questions assess judgment and decision-making, making them valuable for entry-level candidates who lack the work history for behavioral examples.
An employer conducts a pre-employment background check. Under the Fair Credit Reporting Act (FCRA), the employer must FIRST:
Answer: Obtain written authorization from the applicant before running the check
FCRA requires employers to obtain written, stand-alone authorization from applicants before conducting a consumer background check.
What does 'criterion-related validity' measure in the context of a selection assessment?
Answer: The statistical relationship between test scores and actual job performance outcomes
Criterion-related validity is demonstrated by a statistical correlation between assessment scores and a job performance criterion such as supervisor ratings or sales figures.
An interviewer gives identical candidates very different ratings based on non-job-related factors such as physical appearance or communication style similarity. This BEST describes:
Answer: Criterion contamination
Criterion contamination occurs when irrelevant factors (like appearance) influence performance ratings, distorting the measurement of job-relevant competencies.
Which of the following is considered a legally defensible reason to use a physical ability test as a pre-employment screen?
Answer: The physical demands are documented as essential job functions
A physical ability test is defensible under the ADA and Title VII only when it measures documented essential physical functions of the specific job.
During reference checks, asking a former employer 'Would you rehire this candidate?' is valuable primarily because it:
Answer: Elicits a global summary judgment that correlates with overall performance
The rehire question prompts a concise overall evaluation that often reflects the referee's true assessment when more specific answers are guarded.
When building a structured interview scoring guide, Behaviorally Anchored Rating Scales (BARS) improve accuracy because they:
Answer: Provide concrete behavioral examples for each rating level
BARS anchor each point on the rating scale with specific behavioral examples, reducing subjectivity and improving inter-rater agreement.