Exam 6: Employee Selection

Situational interviews ask the applicants how they would respond, while behavioral description interviews ask the applicants how they did respond.

Senior management at BluTech feels that its interview process takes much too long and does not result in consistent information about the candidates needed to make good hiring decisions. HRM specialists at BluTech may recommend that the firm begin using panel interviews as a way to correct these problems.

A hiring manager wants to understand how talkative, sociable, active, aggressive, and excitable the candidates are. This manager is interested in the "Big Five" factor of

While the overall selection process is the responsibility of the HR department, line managers often make the final decision about hiring personnel into their unit.

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

In highly structured interviews, the interviewer determines the course that the interview will follow as each question is asked.

Data obtained from nondirective interviews are difficult to validate.

Employment interviews can serve as a public relations tool for employers.

Behavioral description interviews appear to be more effective than situational interviews, especially for higher-level positions.

The difference between the situational interview and the behavioral description interview is that

The results of a validation study are usually reported in the form of a

Behavioral description interviews are based on hypothetical situations.

The number of steps in the selection process and their sequence will vary, not only with the organization, but also with the type and level of jobs to be filled.

BluTech needs to administer a battery of tests to applicants to determine their suitability. In order to properly score those tests, BluTech administered them to current employees in order to create a benchmark against which to compare the candidates' scores. This is an example of cross-validation.

Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions.

A low selection ratio means

The type of information obtained from an applicant should be based on

"Your team has a deadline 30 days from now. Based on the current status, it appears that your team will not complete the project until at least one week after that deadline. What will you do?" This is an example of a __________ question.

As more steps are generally required when filling positions externally, companies often try to hire within and advertise externally only as a last resort.

Steve applied for a position at BluTech. The interviewers thought very highly of Steve and he was hired. Steve was very successful at BluTech, playing a key role in the development of a major product in his first six months on the job. From BluTech's position, the selection decision regarding Steve was a