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PSY4314 > UNIT 4 & 5 > Flashcards

UNIT 4 & 5 Flashcards

1
Q

Process of attracting people with the right qualifications to apply for the job

A. Recruitment
B. External Recruitment
C. Internal Recruitment

A

A. Recruitment

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2
Q

Recruiting employees outside the organization

A. Recruitment
B. External Recruitment
C. Internal Recruitment

A

B. External Recruitment

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3
Q

Recruiting employees already employed by the organization

A. Recruitment
B. External Recruitment
C. Internal Recruitment

A

C. Internal Recruitment

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4
Q

Transferring or promoting someone from within the organization

A. Recruitment
B. External Recruitment
C. Internal Recruitment

A

C. Internal Recruitment

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5
Q

True or False: Today, recruitments are through newspapers and trade publications

A

False; in the past

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6
Q

True or False: Internet now serves as a primary source in recruitment

A

True

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7
Q

“Career progressions”
A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

A. Promotions

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8
Q

Change of title and increase in salary
A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

A. Promotions

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9
Q

Employees move from a position as they gain more experience and knowledge

A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

B. Non-Competitive Promotions

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10
Q

Number of promotions are not limited
A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

B. Non-Competitive Promotions

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11
Q

Assistant Professor → Associate Professor → Professor
A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

B. Non-Competitive Promotions

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12
Q

Several internal applicants compete with one another for a limited number of higher positions

A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

C. Competitive Promotions

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13
Q

Dean
A. Promotions
B. Non-Competitive Promotions
C. Competitive Promotions

A

C. Competitive Promotions

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14
Q

Declining method of recruiting employees

A. Newspaper Ads
B. Respond by Calling
C. Apply-inperson Ads

A

A. Newspaper Ads

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15
Q

running ads in periodicals
A. Newspaper Ads
B. Respond by Calling
C. Apply-inperson Ads

A

A. Newspaper Ads

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16
Q

Ask applicants to respond in one of four ways: calling, applying in person, sending a resume directly to the organization, or sending a resume to a blind box

A. Newspaper Ads
B. Respond by Calling
C. Apply-inperson Ads

A

A. Newspaper Ads

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17
Q

Recruitment ads in which applicants are instructed to call rather than to apply in person or send resumes

A. Newspaper Ads
B. Respond by Calling
C. Apply-inperson Ads

A

B. Respond by Calling

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18
Q

Recruitment ads that instruct applicants to apply in person rather than to call or send resumes

A. Newspaper Ads
B. Respond by Calling
C. Apply-inperson Ads

A

C. Apply-inperson Ads

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19
Q

Recruitment ads in which applicants are instructed to send their resumes to the company rather than call or apply in person

A. Send-resume Ads
B. Blind Box
C. Electronic Media

A

A. Send-resume Ads

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20
Q

Recruitment ads that instruct applicants to send their resume to a box at the newspaper; neither the name nor the address of the company is provided

A. Send-resume Ads
B. Blind Box
C. Electronic Media

A

B. Blind Box

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21
Q

Potential advantage is that average person spends considerable time each day utilizing platforms under this

A. Send-resume Ads
B. Blind Box
C. Electronic Media

A

C. Electronic Media

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22
Q

Uses TV and radio ads as effective recruitment tools

A. Send-resume Ads
B. Blind Box
C. Electronic Media

A

C. Electronic Media

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23
Q

An excellent public relation vehicle

A

Commercials

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24
Q

Recruitment method in which help-wanted signs are placed so that they can be viewed by people who visit the organization

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

A. Point-of-Purchase Method

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25
Q

Recruits current customers for job opening

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

A. Point-of-Purchase Method

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26
Q

inexpensive and targeted to those people who frequent the business and enjoy the organization’s products and services

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

A. Point-of-Purchase Method

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27
Q

only limited number of people are exposed to the sign

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

A. Point-of-Purchase Method

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28
Q

Send recruiters to college campuses to answer questions about an organization and interview students for available positions

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

B. Campus Recruiters

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29
Q

True or False: On-campus recruitment is costly; hence the switch to virtual job fairs

A

True

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30
Q

Students and alumni use the web to communicate with recruiters from hundreds of organizations at one time

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

C. Virtual Job Fairs

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31
Q

Applicants can talk or text a recruiter, learn about an organization, and submit application

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

C. Virtual Job Fairs

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32
Q

New standard of hiring

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

C. Virtual Job Fairs

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33
Q

Uses agencies to recruit people into an organization

A. Point-of-Purchase Method
B. Campus Recruiters
C. Virtual Job Fairs
D. Outside Recruiters

A

D. Outside Recruiters

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34
Q

Which of the following is an agency that recruits people into an organization:

A. Private employment agencies
B. Public employment agencies
C. Executive search firms
D. All of the above

A

D. All of the above

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35
Q

designed to make profit from recruitment activities

A. Private employment agencies
B. Public employment agencies
C. Executive search firms
D. More than one choice applies

A

D. More than one choice applies (A&C)

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36
Q

operated by state and local public agencies and are strictly nonprofit

A. Private employment agencies
B. Public employment agencies
C. Executive search firms
D. More than one choice applies

A

B. Public employment agencies

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37
Q

Organization that specializes in finding job for applicants and finding applicants for organization looking for employees

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

A. Employment Agency

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38
Q

Charge either the company or the applicant when the applicant takes the job

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

A. Employment Agency

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39
Q

Useful especially when the HR department is overloaded with work or if an organization does not have anyone with the skills to select employees properly

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

A. Employment Agency

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40
Q

Amount charge ranges from 10% to 30% of the applicant’s first-year salary

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

A. Employment Agency

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41
Q

Employment agencies that specialize in placing applicants in high-paying jobs

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

B. Executive Search Firm

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42
Q

Also called as headhunters

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

B. Executive Search Firm

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43
Q

Reputable executive search firms always charge their fees to organizations rather than to applicants

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

B. Executive Search Firm

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44
Q

Operated by a state or local government designed primarily to help the unemployed find work with no cost

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

C. Public Employment Agencies

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45
Q

Often offer services such as career advisement and resume preparation

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

C. Public Employment Agencies

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46
Q

Great value in filling blue-collar and clerical positions

A. Employment Agency
B. Executive Search Firm
C. Public Employment Agencies

A

C. Public Employment Agencies

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47
Q

Another method of recruitment in which current employee refers a friend or family member for a job

A. Employee Referrals
B. Direct Mail
C. Internet

A

A. Employee Referrals

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48
Q

78% of private organizations use this method in recruiting

A. Employee Referrals
B. Direct Mail
C. Internet

A

A. Employee Referrals

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49
Q

Provide financial incentives to employees who recommend applicants who are hired

A. Employee Referrals
B. Direct Mail
C. Internet

A

A. Employee Referrals

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50
Q

True or False: New employee must stay for three months before the referring employee get a bonus

A

True

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51
Q

Method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants

A. Employee Referrals
B. Direct Mail
C. Internet

A

B. Direct Mail

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52
Q

Seems to be an “old school” technique but is still used as it reaches audience

A. Employee Referrals
B. Direct Mail
C. Internet

A

B. Direct Mail

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53
Q

Useful for positions involving specialized skills

A. Employee Referrals
B. Direct Mail
C. Internet

A

B. Direct Mail

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54
Q

Major source of recruitment
A. Employee Referrals
B. Direct Mail
C. Internet

A

C. Internet

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55
Q

Organization lists available job openings and provides information about itself and the minimum requirements needed to apply to a particular job

A. Employer-based Websites
B. Job Boards
C. Social Media
D. Job Marketplaces

A

A. Employer-based Websites

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56
Q

Private company whose websites lists job openings for hundreds or thousands or organizations and resumes for millions of applicants

A. Employer-based Websites
B. Job Boards
C. Social Media
D. Job Marketplaces

A

B. Job Boards

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57
Q

Greatest change in employment recruitment is the increased used of social media outlets

A. Employer-based Websites
B. Job Boards
C. Social Media
D. Job Marketplaces

A

C. Social Media

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58
Q

Biggest advantage of this to employers is its cost

A. Employer-based Websites
B. Job Boards
C. Social Media
D. Job Marketplaces

A

B. Job Boards

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59
Q

____ recruiting reaches more people over a larger geographic area

A

Internet

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60
Q

Audience Reached: Friends and family

A. Facebook
B. LinkedIn
C. Twitter

A

A. Facebook

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61
Q

Audience Reached: Professional connections

A. Facebook
B. LinkedIn
C. Twitter

A

B. LinkedIn

62
Q

Audience Reached: People related by similar interests

A. Facebook
B. LinkedIn
C. Twitter

A

C. Twitter

63
Q

Benefits of Social Media: Platform to market their background, experience, and skills

A. Job Seeker
B. Hiring Organization

A

A. Job Seeker

64
Q

Benefits of Social Media: Increases job opportunities

A. Job Seeker
B. Hiring Organization

A

A. Job Seeker

65
Q

Benefits of Social Media: Opportunity to target potential applicants

A. Job Seeker
B. Hiring Organization

A

B. Hiring Organization

66
Q

Benefits of Social Media: Access to large numbers of applicants

A. Job Seeker
B. Hiring Organization

A

B. Hiring Organization

67
Q

Benefits of Social Media: Reduces recruiting cost

A. Job Seeker
B. Hiring Organization

A

B. Hiring Organization

68
Q

Benefits of Social Media: Large amount of information about the applicant for screening purposes

A. Job Seeker
B. Hiring Organization

A

B. Hiring Organization

69
Q

Websites in which former or current employees can post reviews of what it is life to work for a particular employer

A. Employer-based Websites
B. Job Boards
C. Social Media
D. Job Marketplaces

A

D. Job Marketplaces

70
Q

Recruitment method in which several employers are available at one location so that many applicants can obtain information at one time

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

A. Job Fairs

71
Q

Provide information in a personal fashion to as many applicants as possible

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

A. Job Fairs

72
Q

Organizations make special efforts to recruit underrepresented groups such as women and minorities

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

B. Increasing Applicant Diversity

73
Q

When traditional recruitment methods fail, many organization look for potential applicants from nontraditional populations

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

C. Nontraditional Population

74
Q

Recruiters try to find ways to identify hidden talent and convince the person to apply for a job with their company

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

D. Recruiting “Passive” Applicants

75
Q

Recruiters build relationships with professional associations for each of the fields they wish to recruit

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

D. Recruiting “Passive” Applicants

76
Q

Became participative with the association to identify the “cream of the crop” and approach those people about applying a job

A. Job Fairs
B. Increasing Applicant Diversity
C. Nontraditional Population
D. Recruiting “Passive” Applicants

A

D. Recruiting “Passive” Applicants

77
Q

Job fairs are typically conducted through:

A. Booths at the same location
B. Many organizations in the same field in one location
C. An organization holding its own
D. All of the above

A

D. All of the above

78
Q

True or False: Key to recruiting minority applicants is how they perceive the diversity of the organization during a site visit

A

True

79
Q

First method of evaluating the success of a recruitment method

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

A. Number of Applicants

80
Q

Appropriate when the emphasis is simply getting enough bodies to fill the job openings

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

A. Number of Applicants

81
Q

Does not take into account the cost of the recruitment campaign

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

A. Number of Applicants

82
Q

Amount of money spent on a recruitment campaign divided by the number of people that subsequently apply for jobs as a result of the recruitment campaign

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

B. Cost per Applicant

83
Q

Improvement on the applicant-yield method; yet still has a serious drawback

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

B. Cost per Applicant

84
Q

Organization may receive large number of applicants with relatively low cost but none may be qualified for the job

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

B. Cost per Applicant

85
Q

Amount of money spent on a recruitment campaign divided by a number of qualified people that subsequently apply for jobs as a result of the recruitment campaign

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

C. Cost per Qualified Applicant

86
Q

The best and effective method in evaluating effectiveness of various source

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

D. Number of Successful Employees Generated

87
Q

Final method for evaluating recruitment source effectiveness

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

E. Number of Minorities and Women that Applied and Hired

88
Q

Recruiters hold accountable for their efforts in attracting a diverse applicant pool

A. Number of Applicants
B. Cost per Applicant
C. Cost per Qualified Applicant
D. Number of Successful Employees Generated
E. Number of Minorities and Women that Applied and Hired

A

E. Number of Minorities and Women that Applied and Hired

89
Q

_____ more likely to use formal sources of recruitment

A. Women
B. Men
C. Minority Group
D. More than one choice applies

A

D. More than one choice applies (A&C)

90
Q

A method of recruitment in which job applicants are told both the positive and the negative aspects of a job.

A. Realistic Job Previews (RJPs)
B. Expectation-Lowering Procedures (ELPs)

A

A. Realistic Job Previews (RJPs)

91
Q

Informed applicants tend to stay longer on the job as they know what to expect.

A. Realistic Job Previews (RJPs)
B. Expectation-Lowering Procedures (ELPs)

A

A. Realistic Job Previews (RJPs)

92
Q

Communicates company honesty and builds trust.

A. Realistic Job Previews (RJPs)
B. Expectation-Lowering Procedures (ELPs)

A

A. Realistic Job Previews (RJPs)

93
Q

True or False: RJPs most effective when given orally at the time of the job offer

A

True

94
Q

Focuses on lowering applicant’s expectations about work and expectations in general

A. Realistic Job Previews (RJPs)
B. Expectation-Lowering Procedures (ELPs)

A

B. Expectation-Lowering Procedures (ELPs)

95
Q

Encourages applicants to consider whether their expectations are realistic before accepting the job.

A. Realistic Job Previews (RJPs)
B. Expectation-Lowering Procedures (ELPs)

A

B. Expectation-Lowering Procedures (ELPs)

96
Q

The prime driver of RJP success.

A. Perception of company honesty
B. Lower turnover
C. Discussion of opportunities for career advancement
D. Better performance

A

A. Perception of company honesty

97
Q

______ enhances effectiveness

A. Perception of company honesty
B. Lower turnover
C. Discussion of opportunities for career advancement
D. Better performance

A

C. Discussion of opportunities for career advancement

98
Q

Selection tests should be based on job analysis

A. Content Validity
B. Criterion Validity
C. Construct Validity

A

A. Content Validity

99
Q

Predict work-related behavior
A. Content Validity
B. Criterion Validity
C. Construct Validity

A

B. Criterion Validity

100
Q

Measure the construct they purport to measure

A. Content Validity
B. Criterion Validity
C. Construct Validity

A

C. Construct Validity

101
Q

Selection tests should reduce the chance of a legal challenge by having job-related content (face validity), respecting applicant privacy, and minimizing adverse impact.

A. Validity
B. Legal Compliance
C. Cost-Effectiveness

A

B. Legal Compliance

102
Q

Ideal selection tests are _____ in terms of purchasing or creating, administering, and scoring

A. Validity
B. Legal Compliance
C. Cost-Effectiveness

A

C. Cost-Effectiveness

103
Q

Most commonly used method for selecting employees

A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

A. Employment Interviews

104
Q

Questions based on job analysis.

A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

B. Structured Interviews

105
Q

All applicants asked the same questions.

A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

B. Structured Interviews

106
Q

Standardized scoring system

A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

B. Structured Interviews

107
Q

Interviewers are free to ask anything
A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

C. Unstructured Interviews

108
Q

Questions not consistent across applicants.

A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

C. Unstructured Interviews

109
Q

No standardized scoring system
A. Employment Interviews
B. Structured Interviews
C. Unstructured Interviews

A

C. Unstructured Interviews

110
Q

Structures of Unstructured Interviews

A

highly structured, moderately structured, slightly structured, unstructured

111
Q

True or False: Research shows highly structured interviews are more reliable and valid

A

True

112
Q

One interviewer interviews one applicant
A. One-on-One Interviews
B. Serial Interviews
C. Return Interviews
D. Panel Interviews
E. Group Interviews

A

A. One-on-One Interviews

113
Q

Series of single interviews conducted by different interviewers

A. One-on-One Interviews
B. Serial Interviews
C. Return Interviews
D. Panel Interviews
E. Group Interviews

A

B. Serial Interviews

114
Q

Series of interviews with a time gap between them

A. One-on-One Interviews
B. Serial Interviews
C. Return Interviews
D. Panel Interviews
E. Group Interviews

A

C. Return Interviews

115
Q

Multiple interviewers ask questions and evaluate answers simultaneously.

A. One-on-One Interviews
B. Serial Interviews
C. Return Interviews
D. Panel Interviews
E. Group Interviews

A

D. Panel Interviews

116
Q

Multiple applicants answer questions during the same interview.

A. One-on-One Interviews
B. Serial Interviews
C. Return Interviews
D. Panel Interviews
E. Group Interviews

A

E. Group Interviews

117
Q

Both interviewer and applicant are in the same room.

A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

A. Face-to-Face Interviews

118
Q

Personal setting

A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

A. Face-to-Face Interviews

119
Q

Used for screening
A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

B. Telephone Interviews

120
Q

No visual cues.
A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

B. Telephone Interviews

121
Q

allows visual and vocal cues
A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

A. Face-to-Face Interviews

122
Q

Conducted at remote sites
A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

C. Video conference Interviews

123
Q

Participants can see and hear each other, but virtually.

A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

C. Video conference Interviews

124
Q

Applicants answer written questions and send responses via mail or email
A. Face-to-Face Interviews
B. Telephone Interviews
C. Video conference Interviews
D. Written Interviews

A

D. Written Interviews

125
Q

Interviewers rely on intuition, which is often inaccurate in predicting behavior.

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

A. Poor Intuitive Ability

126
Q

______ unreliable predictor of future employee success

A. Intuition
B. Human Relatedness
C. Clinical judgment
D More than one choice apply

A

D More than one choice apply (A&C)

127
Q

Many questions in unstructured interviews are unrelated to the specific job.

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

B. Lack of Job Relatedness

128
Q

Proper answers to these questions are not empirically determined, reducing predictive validity

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

B. Lack of Job Relatedness

129
Q

Information presented early or prior to the interview carries more weight.

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

C. Primacy Effects

130
Q

Interviewers may form opinions within the first few minutes, influencing overall assessment.

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

C. Primacy Effects

131
Q

Performance of one applicant may affect evaluation of the next.

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

D. Contrast Effects

132
Q

Poor performance by one applicant may inflate scores of subsequent applicants

A. Poor Intuitive Ability
B. Lack of Job Relatedness
C. Primacy Effects
D. Contrast Effects

A

D. Contrast Effects

133
Q

Negative information weighs more heavily than positive information.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

A. Negative-Information Bias

134
Q

Interviewers may focus on negative aspects, particularly when unaware of job requirements.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

A. Negative-Information Bias

135
Q

Interviewers tend to favor candidates similar to them in personality, attitude, gender, or race.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

B. Interviewer-Interviewee Similarity

136
Q

Impact of similarity on interview scores varies depending on the analysis method.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

B. Interviewer-Interviewee Similarity

137
Q

Physically attractive candidates and those dressing professionally receive higher scores.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

C. Interviewee Appearance

138
Q

Weight can also influence outcomes, with obese applicants often receiving lower scores

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

C. Interviewee Appearance

139
Q

Use of appropriate nonverbal communication (smiling, eye contact) highly correlated with interview scores.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

D. Nonverbal Cues

140
Q

Structured interviews are less affected by nonverbal cues compared to unstructured ones.

A. Negative-Information Bias
B. Interviewer-Interviewee Similarity
C. Interviewee Appearance
D. Nonverbal Cues

A

D. Nonverbal Cues

141
Q

Fill gaps in résumé and obtain necessary information

A. Clarifiers
B. Disqualifiers
C. Skill-level determiners

A

A. Clarifiers

142
Q

Questions that must be answered a specific way for consideration

A. Clarifiers
B. Disqualifiers
C. Skill-level determiners

A

B. Disqualifiers

143
Q

Assess level of expertise in specific areas

A. Clarifiers
B. Disqualifiers
C. Skill-level determiners

A

C. Skill-level determiners

144
Q

Ask what applicants would do in hypothetical situations

A. Future-focused questions
B. Past-focused questions
C. Organizational fit questions

A

A. Future-focused questions

145
Q

Require examples of past behavior related to job skills

A. Future-focused questions
B. Past-focused questions
C. Organizational fit questions

A

B. Past-focused questions

146
Q

Assess compatibility with organizational culture

A. Future-focused questions
B. Past-focused questions
C. Organizational fit questions

A

C. Organizational fit questions

147
Q

List all possible answers, rate favorableness, and use benchmarks on a scale

A. Typical-answer approach
B. Key-issues approach

A

A. Typical-answer approach

148
Q

Identify key issues in a perfect answer and assign points accordingly

A. Typical-answer approach
B. Key-issues approach

A

B. Key-issues approach

149
Q

True or False: Research suggests one trained interviewer yields better performance predictions

A

True

150
Q

True or False: Prioritize rapport-building before beginning the questioning phase

A

True

PSY4314 (6 decks)

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