Interviewing and Selection Techniques Flashcards
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Read the first 7 Interviewing and Selection Techniques flashcards as text
A hiring manager wants to assess how a candidate handles conflict with coworkers. Which question type is MOST appropriate?
Answer: 'Tell me about a time you resolved a disagreement with a colleague.'
Behavioral questions asking for specific past examples are the most valid predictor of future behavior in conflict situations.
Under the Uniform Guidelines on Employee Selection Procedures (UGESP), adverse impact is typically indicated when the selection rate for a protected group is less than what fraction of the highest group's rate?
Answer: Four-fifths (80%)
The four-fifths (80%) rule is the standard threshold used to determine adverse impact under UGESP.
Which selection tool has consistently shown the HIGHEST validity for predicting job performance across a wide range of occupations?
Answer: General cognitive ability tests
Meta-analyses consistently show general cognitive ability (GCA) tests have among the highest validity coefficients for predicting job performance.
A panel interview includes three interviewers asking the same questions to every candidate and using a scoring rubric. This approach PRIMARILY improves:
Answer: Interrater reliability and consistency
Standardized panel interviews improve interrater reliability by ensuring all evaluators assess candidates on the same criteria.
An interviewer asks a candidate, 'Where do you see yourself in five years?' This question is BEST classified as:
Answer: Future-oriented/traditional
Questions about future goals or plans are classified as future-oriented or traditional interview questions, not behavioral or situational.
Which interviewing bias occurs when an interviewer's overall impression of a candidate (positive or negative) influences ratings on specific competencies?
Answer: Halo/horn effect
The halo effect (positive) or horn effect (negative) describes when a general impression colors ratings on individual dimensions.
During a structured interview, an interviewer should avoid sharing their personal opinions on candidate answers primarily because it:
Answer: May anchor subsequent candidate responses and reduce validity
Sharing opinions can prime or anchor later candidates, reducing the independence of responses and compromising the validity of comparisons.