77) In a stress interview, the interviewer seeks to make the applicant uncomfortable with rude
questions.
78) The majority of selection interviews are one-on-one and sequential.
79) Studies suggest that interviewers tend to evaluate applicants less favorably in telephone
interviews than in face-to-face interviews.
80) The Web serves as a tool for many firms who need to save money when conducting selection
interviews.
81) Computer-aided interviews are primarily used to administer and score essay questions.
82) First impressions created from a candidate’s application forms or personal appearance rarely
affect interviewer ratings of candidates because of EEO laws.
83) Candidates who make an initial bad impression on an interviewer are typically able to
reverse the situation if they close the interview in a strong manner.
84) Employers typically base decisions on false impressions and stereotypes when they fail to
clarify in advance what traits and knowledge are necessary for a specific job.
85) Interviewers tend to be more influenced by unfavorable than favorable information about a
candidate.
86) Interviewers tend to rate candidates who promote themselves and use impression
management tactics more poorly on candidate-job fit.
87) When interviewing disabled people, interviewers tend to avoid directly addressing the
disability, which limits an interviewer’s opportunity to adequately determine whether or not a
candidate can perform the job.
88) According to EEOC guidelines, an interviewer must limit his or her questions to whether an
applicant has any physical or mental impairment that may interfere with his or her ability to
perform the job’s essential tasks.
89) The EEOC uses testers who apply for employment which they do not intend to accept for the
purpose of uncovering unlawful discriminatory hiring practices.
90) Because EEOC testers are not really seeking employment, they do not have legal standing in
court to charge unlawful discriminatory hiring practices.
91) A structured behavioral interview contains a series of hypothetical job-oriented questions
with predetermined answers that interviewers ask of all applicants for the job.
92) When developing a structured situational interview, it is important that people familiar with
the job rate the job’s main duties based on importance and time.
93) Structured situational interviews contain situational questions, job knowledge questions, and
willingness questions but not behavioral questions.
94) Willingness questions assess an applicant’s ability to meet the job requirements.
95) Companies generally conduct structured situational interviews using a panel, rather than
sequentially.
96) Interviews can be made more effective if the interviewer studies the job description and uses
a standardized interview form.
97) When rejecting a job candidate, it is best to refrain from providing an explanation detailing
the reason for the rejection because most candidates view an employer more positively when
they don’t know the reason for the rejection.
98) Organizational management refers to the goal-oriented and integrated process of planning
for, recruiting, selecting, developing, and compensating employees.
99) Talent management is most effective if the same employee profiles are used for both
recruiting purposes and appraising purposes.
100) Research indicates that interviewers typically have negative reactions towards candidates
who have child-care needs or who are wheelchair-bound.
101) What three ways can selection interviews be classified? How does each classification affect
an interview?
102) How can a firm protect itself from charges of discrimination in its interview process? What
is the role of testers in employment discrimination?
103) In a brief essay, discuss the effect of modern communications technology on interviews.
104) How do nonverbal behaviors and impression management affect an interview?
105) What are some common errors that managers make during interviews? How can managers
conduct an effective interview?
106) In a brief essay, discuss the differences between structured situational interviews and
nondirective interviews.
107) In a brief essay, discuss the four types of questions that are frequently used in structured
situational interviews. Explain the purpose of each question type and provide an example of
each.
108) As an HR manager, you will most likely interview job candidates. What actions can you
take to ensure that an interview is effective? What types of errors can undermine the
effectiveness of interviews?
109) What are profiles? What role do profiles play in the employee selection process?
110) What are some considerations and parameters an employer should do in developing and
extending a job offer?