1.   The selection interviewer should use a
A.   nonscheduled or moderately scheduled interview.
B.   moderately scheduled or highly scheduled interview.
C.   highly scheduled or highly scheduled standardized interview.
D.   moderately scheduled or highly scheduled standardized interview.
E.   highly scheduled or nonscheduled interview.
2.   Interviewers tend to believe that the best predictor of future performance is
A.   level of education and training.
B.   past experience.
C.   motivation.
D.   past performance.
E.   extracurricular activity.
3.   A quick way to make sure you are asking a legal question is to apply the test of
A.   fairness.
B.   clarity.
C.   job relatedness.
D.   understanding.
E.   consistency.
4.   The honesty of applicants is a serious concern of interviewers, and studies have suggested that
A.   honesty can best be determined through information about the applicant and a probing interview.
B.   a reading of an applicant's verbal and nonverbal reactions to questions is not an accurate way to assess honesty.
C.   truthful applicants acknowledge the probability of employee theft but suggest leniency for first time offenders.
D.   honesty tests can screen out a tremendous percentage of perfectly honest applicants.
E.   an honest applicant may not be the best applicant but will save the organization money over a period of time.
5.   Research has revealed that in unstructured interviews
A.   interviewers tend to talk less than applicants.
B.   interviewers tend to make their decisions within the first four minutes.
C.   only work-related information is covered consistently.
D.   interviewers are less susceptible to stereotyping and biases.
E.   the validity of interviews as a selection method is high.
6.   The group or panel interview is becoming popular because
A.   of behavior selection strategies.
B.   it avoids the pitfalls of individual interviews.
C.   it has a number of advantages over the team interview.
D.   interviewers prefer it.
E.   of EEO laws.
7.   In an unstructured interview, the interviewer tends to talk
A.   less than 20 percent of the time.
B.   30 percent of the time.
C.   40 percent of the time.
D.   50 percent of the time.
E.   more than 50 percent of the time.
8.   Tengler and Jablin discovered that interviewers tend to use
A.   the funnel sequence.
B.   the inverted funnel sequence.
C.   the tunnel sequence.
D.   the quintamensional design sequence.
E.   the Bogardus social distance sequence.
9.   Which question pitfall is unique to the selection interview?
A.   open-to-closed switch
B.   leading push
C.   evaluative response
D.   yes (no) response
E.   stop-and-go
10.   Which of the following nontraditional question strategies are interviewers not yet using?
A.   contingency questions
B.   critical incidents questions
C.   simulation questions
D.   hypothetical questions
E.   idealistic employee policy statement questions
11.   A recent study of employers and applicants discovered that
A.   12 percent thought it was acceptable to ask questions about political beliefs.
B.   27 percent thought it was acceptable to ask questions about family background.
C.   30 percent though it was acceptable to ask about the candidate's spouse.
D.   45 percent though it was acceptable to ask about the applicant's personal life.
E.   all of the above.
12.   Which of the following is not true about unstructured employment interviews?
A.   Applicants tend to talk more in unstructured interviews.
B.   Interviewers tend to make their decisions earlier.
C.   Only factual and biographical information is covered consistently.
D.   Each interviewer performs a somewhat different interview.
E.   Interviewers are more susceptible to stereotyping.
13.   Research indicates that
A.   the panel interview is less effective in predicting job performance.
B.   interviewers prefer the panel interview to the traditional approach.
C.   applicants prefer the panel interview to the traditional approach.
D.   the panel interview is more effective in predicting job performance.
E.   it takes less time to assess how an interviewee meets the applicant profile.
14.   In addition to on-the-job questions, some interviewers use which of the following to assess potential employees?
A.   idealistic employee policy statements
B.   job simulations
C.   role playing
D.   b and c
E.   all of the above
15.   Which one of the following questions is unlawful?
A.   How would you react if we decided to transfer you from Los Angeles to New York at the end of six months?
B.   Tell me about a time when you have had to deal with interpersonal conflict.
C.   How long would you expect to work for us?
D.   If you observed a fellow employee stealing something from a job, what would you do?
E.   If you were an animal, which animal would you want to be?
T  F  16.   A task force of the American Psychological Association concluded that currently used honesty tests do not identify individuals with a high propensity for stealing in the workplace.
T  F  17.   Research indicates that interviewers have difficulty distinguishing the "real" from the "make-believe" in applicants.
T  F  18.   The EEOC is concerned with effect, not intent.
T  F  19.   An applicant profile reduces the "birds-of-a-feather" syndrome.
T  F  20.   Few organizations are experimenting with board, team, and group interviews, because applicants and interviewers prefer a traditional interview approach.

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