selection interview

Question 1

outcomes of the interview:

1. _ to select the _ candidate
2. enables the applicant to assess _ with the organization
3. _ and practical method for measuring an applicant’s WRCs

Answer 1

opportunity, best, fit, efficient

Question 2

interviewer’s _ of the job affects the applicant’s _ to accept an offer, so have to use a _ (2)

Answer 2

description, willingness, written description

Question 3

recruiters signal the organization’s _

Answer 3

reputation

Question 4

structured interviews ask the _ questions while unstructured interviews may ask _ questions

Answer 4

same, different

Question 5

in structured interviews, candidates are evaluated using a _ (3) while this is _ (2) for unstructured interviews

Answer 5

common rating scale, not required

Question 6

interviewers in a structured interview have to be in _ on _ answers, while this is not required for unstructured interviews

Answer 6

agreement, acceptable

Question 7

unstructured interviews are _, applicants have more _ in answering questions

Answer 7

flexible, discretion

Question 8

for job _ programmes, unstructured interviews are better at _ performance

Answer 8

training, predicting

Question 9

unstructured interviews are more open to _ effects

Answer 9

interviewer

Question 10

rules for a structured interview:

1. questions should be _
2. all applicants should be asked the _ questions
3. answers should be rated using _ (3) that define good, average, and poor answers
4. _ interviewers should _ evaluate
5. _ interviewers

Answer 10

job-related, same, anchored rating scales, multiple, independently, train

Question 11

types of structured interviews:

Answer 11

behavioural description and situational

Question 12

behavioural description interviews allow candidates to provide _ of where they have _ certain behaviours in the past

Answer 12

evidence, demonstrated

Question 13

advantages of behavioural description interviews:

1. difficult for the candidate to _
2. _ predictions
3. _ approach with minimal overlap

Answer 13

over-sell, accurate, systematic

Question 14

disadvantages of behavioural description interviews:

1. _ to a small range of selection criteria
2. disadvantage those with _ work experience

Answer 14

limited, limited

Question 15

situational interviews examine what the candidate would do in a _ situation

Answer 15

hypothetical

Question 16

situational interviews are good at _ (2) performance

Answer 16

predicting future

Question 17

STARR format to structure interview questions stand for:

Answer 17

situations, thinking, actions, role, results

Question 18

structured interviews more _ and _ than unstructured interviews

Answer 18

valid, reliable

Question 19

for more complex jobs, _ questions are better

Answer 19

behavioural

Question 20

it is recommended to use _ situational and behavioural questions

Answer 20

both

Question 21

decision-makers use a _-stage process:

1. _ choices by screening out unsuitable candidates
2. evaluate choices more _, to choose the “best” candidate

Answer 21

two, reduce, rigorously

Question 22

recommendations for interview:

1. _ the scope of the interview
2. _ the use of pre-interview data
3. use a _ format
4. use _ questions
5. use _ questions for each WRC
6. rely on _ (2) interviewers
7. apply a _ (2) format
8. _ the interviewer

Answer 22

restrict, limit, structured, job-related, multiple, multiple independent, formal scoring, train