USA Interviewing and Selection Techniques 4 — Questions and Answers
Question 1: 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:
- Eliminates the need for scoring anchors
- Is useful for candidates with limited direct experience (Correct answer)
- Reduces the impact of social desirability bias
- Complies better with EEOC guidelines
Correct 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.
Question 2: An employer conducts a pre-employment background check. Under the Fair Credit Reporting Act (FCRA), the employer must FIRST:
- Notify the candidate only if negative information is found
- Obtain written authorization from the applicant before running the check (Correct answer)
- Report the check to the EEOC within 30 days
- Share the results with the applicant automatically
Correct 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.
Question 3: What does 'criterion-related validity' measure in the context of a selection assessment?
- Whether the test looks like it should predict performance
- The statistical relationship between test scores and actual job performance outcomes (Correct answer)
- Whether the test covers the full range of job knowledge areas
- Whether the test is free of adverse impact
Correct 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.
Question 4: 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:
- Criterion contamination (Correct answer)
- Sampling error
- Subgroup norming
- Similar-to-me bias
Correct answer: Criterion contamination
Criterion contamination occurs when irrelevant factors (like appearance) influence performance ratings, distorting the measurement of job-relevant competencies.
Question 5: Which of the following is considered a legally defensible reason to use a physical ability test as a pre-employment screen?
- The job requires passing a general fitness standard
- The physical demands are documented as essential job functions (Correct answer)
- The employer wants to reduce insurance costs
- The test is inexpensive and easy to administer
Correct 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.
Question 6: During reference checks, asking a former employer 'Would you rehire this candidate?' is valuable primarily because it:
- Satisfies FCRA disclosure requirements
- Elicits a global summary judgment that correlates with overall performance (Correct answer)
- Provides specific behavioral examples required for STAR scoring
- Avoids legal liability under defamation law
Correct 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.
Question 7: When building a structured interview scoring guide, Behaviorally Anchored Rating Scales (BARS) improve accuracy because they:
- Allow interviewers to customize ratings for each candidate
- Provide concrete behavioral examples for each rating level (Correct answer)
- Eliminate the need for interviewer training
- Reduce the number of questions needed per competency
Correct 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.
USA Interviewing and Selection Techniques 4
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: