Interview Techniques and Testing Practices

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Questions and Answers

What is a recommended practice to avoid discrimination in interviews?

Conducting interviews in a casual setting

Using subjective questions related to personal life

Standardizing interview administration (correct)

Limiting the number of interviewers

Which type of interview focuses on examining how candidates have dealt with past situations?

Job-related interview

Situational interview

Behavioral interview (correct)

Stress interview

What type of interview involves multiple interviewers assessing a candidate at the same time?

Mass interview

Unstructured interview

Panel interview (correct)

Phone interview

Which interview format involves a predetermined set of questions for all candidates?

Structured interview Signup and view all the answers

What is a typical method for conducting interviews that utilizes technology?

Video/Web-assisted interviews Signup and view all the answers

What is a major reason employers use tests at work?

To screen out poor performers Signup and view all the answers

Which type of test measures general reasoning and specific mental abilities?

Cognitive tests Signup and view all the answers

What is one of the major components of avoiding employee defamation suits?

Training supervisors on confidentiality Signup and view all the answers

Which type of testing aims to assess an applicant's physical capabilities?

Motor ability tests Signup and view all the answers

What is a characteristic of personality tests used in employment?

They evaluate basic personality traits Signup and view all the answers

Which of the following is an example of a computerized online test?

Telephone prescreening Signup and view all the answers

What does the achievement test primarily measure?

Learned knowledge Signup and view all the answers

What policy should employers adopt to protect employee confidentiality?

Need to know policy Signup and view all the answers

What is one of the key rights of test takers as per APA standards?

The right to the confidentiality of test results Signup and view all the answers

What guideline should be followed to ensure the integrity of a testing program?

Monitor testing and selection programs Signup and view all the answers

Which website specializes in providing information on admissions tests?

<a href="http://www.kaplan.com">www.kaplan.com</a> Signup and view all the answers

What is indicated by an expectancy chart for a score of 37 to 44?

There is a 55% chance of being rated above average Signup and view all the answers

Which guideline emphasizes the importance of having a professional oversee the testing process?

Use a certified psychologist Signup and view all the answers

What should be ensured before a test is administered to maintain fairness?

No test taker should have prior access to questions Signup and view all the answers

Why is it important to revalidate tests periodically?

To ensure the tests remain accurate and relevant Signup and view all the answers

What kind of information does www.hr-guide.com provide?

General information on employment tests Signup and view all the answers

Which of the following factors should be considered when evaluating a candidate's suitability for a job?

Personality factors, knowledge and experience, and motivation Signup and view all the answers

What is the first question to ask during an interview to understand the role?

What is the first problem that needs the attention of the person you hire? Signup and view all the answers

Why is it important to prepare questions ahead of the interview?

To ensure all aspects of the job are covered effectively Signup and view all the answers

Which of the following is NOT a factor to consider when matching a candidate to a job?

Personal life circumstances Signup and view all the answers

How should an interview be conducted for maximum effectiveness?

By being flexible and following a structured plan Signup and view all the answers

What aspect is crucial to assess when determining a candidate's fit for the company's future?

Their opinion on the company’s five-year projections Signup and view all the answers

Which question would help evaluate the organization's management culture?

How would you define your management philosophy? Signup and view all the answers

Identifying a company's strengths and weaknesses is essential for which interview purpose?

To better understand candidates' potential contributions Signup and view all the answers

What is one primary benefit of Applicant Tracking Systems (ATS)?

They can match applicants' hidden talents to available openings. Signup and view all the answers

Which type of interview focuses primarily on gathering information about an employee's performance for further development?

Appraisal Interview Signup and view all the answers

What distinguishes a structured interview from an unstructured interview?

Structured interviews have a predetermined set of questions. Signup and view all the answers

Which of the following is NOT a type of interview listed?

Promotion Interview Signup and view all the answers

What is a key aspect of the selection interview's structure?

It involves a predefined format and criteria. Signup and view all the answers

Which interview type primarily addresses the reasons behind an employee's departure?

Exit Interview Signup and view all the answers

Which characteristic is commonly associated with unstructured interviews?

They are more conversational and lack a fixed format. Signup and view all the answers

What is generally assessed in appraisal interviews?

The performance and development needs of current employees. Signup and view all the answers

What is one purpose of conducting pre-employment medical examinations?

To ensure the applicant meets the physical requirements of the position Signup and view all the answers

Why should employers ask open-ended questions to references?

To elicit more extensive information about the applicant Signup and view all the answers

Which action is part of the antitheft screening procedure?

Asking blunt questions Signup and view all the answers

What should be verified by the employer when using pre-employment background information?

The applicant's authorization and disclosure Signup and view all the answers

Which type of substance abuse screening occurs when obvious behavioral symptoms are present?

Post-accident testing Signup and view all the answers

What is a purpose of conducting a credit check in an honesty testing program?

To assess financial responsibility and honesty Signup and view all the answers

Which of the following is NOT a reason for conducting physical examinations?

To conduct psychological evaluations of the applicant Signup and view all the answers

When should random substance abuse screening be conducted?

At any time during employment Signup and view all the answers

Study Notes

Chapter 6: Employee Testing and Selection

This chapter explains how to use various tools to select the best candidates for a job.
Key topics include: selection process, basic testing techniques, background and reference checks, ethical and legal aspects of testing, different test types, and work samples/simulations.

Learning Outcomes

Explain reliability and validity.
Explain the process of validating a test.
Understand testing guidelines.
Identify ethical and legal considerations in testing.
List and describe eight employment selection tests and their usage.
Provide examples of work sample/simulation tests.
Detail important points for background investigations.

Why Careful Selection is Important

Selection of the right employees is crucial for organizational performance and profitability.
Careful selection reduces costs associated with recruitment and hiring.
Important to avoid legal obligations and liabilities.

Basic Testing Concepts

Reliability: Consistency of scores from the same person when retested. Are tests results stable over time?
Validity: Whether a test measures what it's supposed to. Does the test measure what's intended?

Types of Validity

Criterion validity: If those performing well on the test also perform well on the job.
Content validity: The test provides a fair sample of the job's content. This involves identifying critical tasks and randomly selecting a sample for testing.

Evidence-Based HR: How to Validate a Test

Steps include: analyze the job (predictors and criteria), choose the tests (battery or single test), administer the test (concurrent or predictive validation), relate test scores and criteria (scores versus actual performance), cross-validate and revalidate (repeat steps with different samples).

Testing Program Guidelines

Use tests as supplementary tools.
Validate tests.
Monitor testing/selection programs.
Maintain accurate records.
Utilize certified psychologists.
Manage test conditions.
Revalidate tests periodically.

Test Takers' Rights

Test takers have the right to confidentiality of test results.
Test takers have the right to informed consent.
Test takers expect that only qualified individuals interpret scores and sufficient information accompanies test results.
Test takers expect fair tests.

Legal Privacy Issues: Avoiding Employee Defamation Suits

Train supervisors on employee confidentiality.
Implement a "need to know" policy.
Communicate procedures impacting confidential information to employees.

How Do Employers Use Tests at Work?

Major types of tests: Basic skills, job skills, psychological tests.
Why use testing? Increased work demands, screening out bad employees, reducing turnover.

Honesty Testing Programs

Antitheft screening: Ask direct questions, listen actively, conduct credit checks, verify employment history, use written and psychological tests, drug tests, implement search and seizure policies.

Physical Examinations

Verify physical requirements.
Identify potential medical limitations.
Establish health records.
Reduce absenteeism and accidents.
Detect unknown communicable illnesses.

Substance Abuse Screening

Types of screening: Pre-employment, post-accident, suspected abuse, random/periodic.
Testing types: Urine analysis, hair follicle testing.

Improving Productivity Through HRIS (ATS)

Benefits of applicant tracking: Identify unqualified candidates (screening), match hidden talents with openings.
Automated systems streamline processes and assist in identifying candidates.

Chapter 7: Interviewing Candidates

This chapter focuses on various interview types and techniques for candidate selection.

Basic Types of Interviews

Selection interview: Primary goal is candidate selection.
Appraisal interview: Evaluation to assess employee performance.
Exit interview: Gather feedback from departing employees.

Selection Interview Structure

Interview structure: Outline of the interview questions and process.
Interview content: Specific questions to ask.
Interview administration: How the interview is carried out.

Selection Interview Formats

Structured (directive) interview: Predetermined questions and standardized procedure to reduce bias.
Unstructured (nondirective) interview: Free-flowing format, open-ended questions.

EEOC (Aspects of Interviews)

Use objective/job related questions.
Standardize the interview administration.
Use multiple interviewers.

Interview Content: Types of Questions

Situational interview: Hypothetical work scenarios.
Behavioral interview: Past actions and behaviors.
Job-related interview: Questions directly related to the job requirements.
Stress interview: Evaluate how applicants respond under pressure.

Administering the Interview

Methods of conducting interviews: Structured sequential, mass, computerized, panel, and phone/video.

Making the Interview Useful

Structure the interview for validity.
Choose appropriate traits for assessment.
Avoid common interviewing errors.

What Can Undermine An Interview's Usefulness?

First impressions and stereotypes.
Interviewer misunderstanding of the job.
Contrast error and pressure to hire.
Nonverbal cues and impression management.
Applicant's personal characteristics.
Interviewer's inadvertent biases.

How to Design and Conduct An Effective Interview

Analyze the job.
Rate job duties.
Develop interview questions.
Establish benchmark answers.
Appoint an interview panel and conduct interviews.

How to Conduct a More Effective Interview

Know the job, structure the interview, get organized, establish rapport, ask questions, take notes, end the interview effectively, and review the interview.

Creating Effective Interview Structures

Questions based on job duties.
Use consistent criteria for a fair assessment of candidates.
Apply descriptive rating scales for answers.
Employ standardized interview forms.

Interview Questions (Figure 7-5)

Includes examples (situational, past behavior, background, job knowledge).

Using a Streamlined Interview Process

Prepare for the interview (knowledge, motivation, personality, and intellectual skills).
Formulate interview questions related to those skills.
Conduct the interview following prepared steps and processes.
Match the candidate's skills to the job requirements.

Interview Evaluation Form (Figure 7-4)

Standardized template for evaluating candidates, based on different criteria (knowledge, experience, communication, interest, motivation, poise, and understanding).

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Description

Explore essential interview techniques and testing practices designed to promote fairness and objectivity in hiring processes. This quiz covers various interview formats, the role of testing, and key policies that employers should implement to avoid discrimination and legal issues. Test your knowledge on how to effectively assess candidates and maintain compliance with best practices.