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What does outcome-based research indicate about the level of confidence of employment interviewers in their ability to pick the right candidate?
What does outcome-based research indicate about the level of confidence of employment interviewers in their ability to pick the right candidate?
- Outcome-based research indicates that employment interviewers' level of confidence is well-founded.
- Outcome-based research indicates that employment interviewers' level of confidence is variable.
- Outcome-based research indicates that employment interviewers' level of confidence is uncertain.
- Outcome-based research indicates that employment interviewers' level of confidence is unfounded. (correct)
What does limited research suggest about employment interviewers' confidence in their ability to pick the right candidate?
What does limited research suggest about employment interviewers' confidence in their ability to pick the right candidate?
- Limited research suggests that employment interviewers have a low level of confidence in their ability to pick the right candidate.
- Limited research suggests that employment interviewers have a reasonably high level of confidence in their ability to pick the right candidate. (correct)
- Limited research suggests that employment interviewers are unsure about their ability to pick the right candidate.
- Limited research suggests that employment interviewers have no confidence in their ability to pick the right candidate.
What is the association between ratings from traditional interviews and ratings of job performance?
What is the association between ratings from traditional interviews and ratings of job performance?
- Ratings from traditional interviews have a moderate association with ratings of job performance.
- Ratings from traditional interviews have no association with ratings of job performance.
- Ratings from traditional interviews have a weak association with ratings of job performance. (correct)
- Ratings from traditional interviews have a strong association with ratings of job performance.
What is the main point of Principle #1 mentioned in the text?
What is the main point of Principle #1 mentioned in the text?
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What percentage of differences in job performance appear to be associated with interviewer ratings, on average?
What percentage of differences in job performance appear to be associated with interviewer ratings, on average?
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