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Interviewing Principles and Practices 14Th Edition Stewart Test Bank Full Chapter PDF
Interviewing Principles and Practices 14Th Edition Stewart Test Bank Full Chapter PDF
1. Discuss four ways interviewers can avoid EEO (equal employment opportunity) violations in their
questions.
3. Compare and contrast a critical incidents approach and a hypothetical situations approach to
questioning.
4. How can a recruiter involve the applicant during the opening of a selection interview?
5. What information should an interviewer give during the closing of a recruiting interview?
6. What does the Civil Rights Act of 1964 prohibit in recruiting interviews?
7. How can recruiters comply with the Americans with Disabilities Act of 1990?
8. What limitations do "honesty tests" have in the selection of employees?
11. Discuss the pros and cons of some of the nontraditional interviewing approaches being used
today.
12. What are two transition questions interviewers should ask prior to giving information?
13. What are four typical, open-ended questions interviewers should answer when completing a post-
interview evaluation?
14. You are a recruiter for a Fortune 500 company. Discuss ways you would develop an applicant
profile.
15. Outline some suggestions for information giving in the recruitment interview.
16. Recruiters should use a
17. Interviewers tend to believe that the best predictor of future performance is
18. A sure way to make sure you are asking a legal question is to apply the test of
A. fairness.
B. comparability.
C. job relatedness.
D. understanding.
19. 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.
A. open-to-closed switch
B. leading push
C. evaluative response
D. yes (no) response
21. Which of the following nontraditional question strategies are becoming common in recruiting
interviews?
A. contingency questions
B. critical incidents questions
C. don't ask, don't tell questions
D. modified directional questions
A. How would you react if we decided to transfer you at the end of the first six months?
B. Tell me about a time when you had to deal with an irate customer.
C. What does your spouse do for a living?
D. If you observed a fellow employee stealing something from a job, what would you do?
26. Which of the following is a good source for job candidates?
A. ethnic organizations
B. electronic resources
C. college professors
D. all of the above
A. a library database.
B. a job search website.
C. an online general knowledge site.
D. all of the above
28. Which of the following orders federal contractors to hire persons with disabilities, including
alcoholism, asthma, rheumatoid arthritis, and epilepsy?
29. The Americans with Disabilities Act of 1990 provides which of the following?
A. reasonable accommodation
B. hiring quotas
C. specialized tools
D. none of the above
30. Bona fide Occupational Qualifications (BFOQs) include which of the following?
A. education
B. ethnic group
C. citizenship
D. age
31. BFOQs generally exclude all of the following except
A. physical appearance.
B. physical attributes.
C. disabilities.
D. citizenship.
32. Which of the following is probed often even though it is an EEO violation?
A. arrest records
B. age
C. marital status
D. all of the above
33. The list of skills, knowledge, experience, and personal traits against which all potential hires are
measured is known as
A. applicant profile.
B. interview guide.
C. job application.
D. none of the above
34. When interviewers favor applications who are most similar to them, this is called
35. According to the behavior based selection technique, which of the following principles is true?
A. reading questions
B. being stuck to a schedule
C. canned presentations
D. all of the above
37. Employment related tests tend to screen out which of the following?
39. Which of the following results of a study on integrity interviews discussed truthful applicants?
40. Hypothetical question scenarios in integrity tests use questions in which of the following areas?
A. interpersonal deception
B. security violation
C. sexual harassment
D. all of the above
41. What type of interview technique uses highly structured questions and evaluates applicants on
behaviorally defined dimensions?
A. honesty tests
B. behavior-based selection
C. chain strategy
D. quintamensional design
42. Which of the following was NOT listed as a technique of conscious transparency?
44. "Tell me about your job at XYZ corporation and your internship at KDKB," is an example of which
question pitfall?
A. leading push
B. open to closed switch
C. double-barreled inquisition
D. bipolar trap
45. Which of the following is NOT a question pitfall particular to the recruiting interview?
A. evaluative response
B. resume question
C. EEO violation
D. none of the above
46. Using a variety of question strategies in interviews can eliminate
A. self-promotion.
B. ingratiation.
C. both a and b.
D. none of the above.
47. Which of the following is NOT one of the nontraditional approaches to recruiting?
A. hypothetical situations
B. case approach
C. critical incidents
D. education and training
48. Before giving information to the applicant, the authors recommend asking which of the following
questions?
49. Honesty tests have a very low percentage of error in screening out honest applicants.
True False
True False
51. Interviewers tend to make their decisions within the first four minutes.
True False
52. When recruiters ask about actual events that have occurred within their organization to see how
the applicant would handle the problem, this is known as critical incident questions.
True False
53. The inverted funnel technique is useful to test applicants; switch to the funnel technique once the
applicant is perceived as qualified.
True False
54. The closing of the interview may produce EEO violations.
True False
55. Applicants today are more interested in strong reputations than in brand name.
True False
56. Attraction to the interviewer is the strongest predictor of the applicant's attraction to the
organization.
True False
True False
True False
True False
60. It is okay to ask questions about a person's political beliefs in an employment interview.
True False
61. Covering factual information from the resume is acceptable in the recruiting interview.
True False
62. The authors suggest allowing applicants to speak 80% of the time in an interview in order to learn
more about the applicant.
True False
True False
64. It is a good idea to remove photos from applications due to potentially unlawful use.
True False
65. Resume scanning systems may identify a candidate who knows the system, but may not be the
most qualified.
True False
66. The interview evaluation standardized section should contain biographical information.
True False
67. A task force of the American Psychological Association concluded that the honesty tests used
currently identify individuals with a high propensity for stealing in the workplace.
True False
68. There are always two applicants in each interview, the real one and the make believe.
True False
69. It's okay to ask the applicant to call you by your first name during the opening of the employment
interview.
True False
70. Some recruiters of sales persons often use an interviewee-controlled approach to hiring.
True False
True False
True False
True False
Chapter 7 Key
1. Discuss four ways interviewers can avoid EEO (equal employment opportunity) violations in
their questions.
Stewart - Chapter 07 #1
Stewart - Chapter 07 #2
3. Compare and contrast a critical incidents approach and a hypothetical situations approach to
questioning.
Stewart - Chapter 07 #3
4. How can a recruiter involve the applicant during the opening of a selection interview?
Stewart - Chapter 07 #4
5. What information should an interviewer give during the closing of a recruiting interview?
Stewart - Chapter 07 #5
6. What does the Civil Rights Act of 1964 prohibit in recruiting interviews?
Stewart - Chapter 07 #6
7. How can recruiters comply with the Americans with Disabilities Act of 1990?
Stewart - Chapter 07 #7
Stewart - Chapter 07 #8
Stewart - Chapter 07 #9
12. What are two transition questions interviewers should ask prior to giving information?
13. What are four typical, open-ended questions interviewers should answer when completing a
post-interview evaluation?
14. You are a recruiter for a Fortune 500 company. Discuss ways you would develop an applicant
profile.
15. Outline some suggestions for information giving in the recruitment interview.
17. Interviewers tend to believe that the best predictor of future performance is
18. A sure way to make sure you are asking a legal question is to apply the test of
A. fairness.
B. comparability.
C. job relatedness.
D. understanding.
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #18
19. 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.
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #19
20. Which question pitfall is unique to the selection interview?
A. open-to-closed switch
B. leading push
C. evaluative response
D. yes (no) response
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #20
21. Which of the following nontraditional question strategies are becoming common in recruiting
interviews?
A. contingency questions
B. critical incidents questions
C. don't ask, don't tell questions
D. modified directional questions
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #21
A. How would you react if we decided to transfer you at the end of the first six months?
B. Tell me about a time when you had to deal with an irate customer.
C. What does your spouse do for a living?
D. If you observed a fellow employee stealing something from a job, what would you do?
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #25
A. ethnic organizations
B. electronic resources
C. college professors
D. all of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #26
A. a library database.
B. a job search website.
C. an online general knowledge site.
D. all of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #27
28. Which of the following orders federal contractors to hire persons with disabilities, including
alcoholism, asthma, rheumatoid arthritis, and epilepsy?
29. The Americans with Disabilities Act of 1990 provides which of the following?
A. reasonable accommodation
B. hiring quotas
C. specialized tools
D. none of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #29
30. Bona fide Occupational Qualifications (BFOQs) include which of the following?
A. education
B. ethnic group
C. citizenship
D. age
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #30
A. physical appearance.
B. physical attributes.
C. disabilities.
D. citizenship.
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #31
32. Which of the following is probed often even though it is an EEO violation?
A. arrest records
B. age
C. marital status
D. all of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #32
33. The list of skills, knowledge, experience, and personal traits against which all potential hires
are measured is known as
A. applicant profile.
B. interview guide.
C. job application.
D. none of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #33
34. When interviewers favor applications who are most similar to them, this is called
35. According to the behavior based selection technique, which of the following principles is true?
A. reading questions
B. being stuck to a schedule
C. canned presentations
D. all of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #36
37. Employment related tests tend to screen out which of the following?
39. Which of the following results of a study on integrity interviews discussed truthful applicants?
A. interpersonal deception
B. security violation
C. sexual harassment
D. all of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #40
41. What type of interview technique uses highly structured questions and evaluates applicants on
behaviorally defined dimensions?
A. honesty tests
B. behavior-based selection
C. chain strategy
D. quintamensional design
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #41
42. Which of the following was NOT listed as a technique of conscious transparency?
A. leading push
B. open to closed switch
C. double-barreled inquisition
D. bipolar trap
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #44
45. Which of the following is NOT a question pitfall particular to the recruiting interview?
A. evaluative response
B. resume question
C. EEO violation
D. none of the above
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #45
A. self-promotion.
B. ingratiation.
C. both a and b.
D. none of the above.
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #46
47. Which of the following is NOT one of the nontraditional approaches to recruiting?
A. hypothetical situations
B. case approach
C. critical incidents
D. education and training
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #47
48. Before giving information to the applicant, the authors recommend asking which of the
following questions?
49. Honesty tests have a very low percentage of error in screening out honest applicants.
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #49
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #50
51. Interviewers tend to make their decisions within the first four minutes.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #51
52. When recruiters ask about actual events that have occurred within their organization to see
how the applicant would handle the problem, this is known as critical incident questions.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #52
53. The inverted funnel technique is useful to test applicants; switch to the funnel technique once
the applicant is perceived as qualified.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #53
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #54
55. Applicants today are more interested in strong reputations than in brand name.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #55
56. Attraction to the interviewer is the strongest predictor of the applicant's attraction to the
organization.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #56
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #57
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #58
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #59
60. It is okay to ask questions about a person's political beliefs in an employment interview.
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #60
61. Covering factual information from the resume is acceptable in the recruiting interview.
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #61
62. The authors suggest allowing applicants to speak 80% of the time in an interview in order to
learn more about the applicant.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #62
63. Asking questions about a person's spouse during an interview is unlawful.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #63
64. It is a good idea to remove photos from applications due to potentially unlawful use.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #64
65. Resume scanning systems may identify a candidate who knows the system, but may not be
the most qualified.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #65
66. The interview evaluation standardized section should contain biographical information.
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #66
67. A task force of the American Psychological Association concluded that the honesty tests used
currently identify individuals with a high propensity for stealing in the workplace.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #67
68. There are always two applicants in each interview, the real one and the make believe.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #68
69. It's okay to ask the applicant to call you by your first name during the opening of the
employment interview.
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #69
70. Some recruiters of sales persons often use an interviewee-controlled approach to hiring.
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #70
FALSE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #71
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #72
TRUE
Accessibility: Keyboard Navigation
Stewart - Chapter 07 #73
Chapter 7 Summary
Category # of Questions
Accessibility: Keyboard Navigation 58
Stewart - Chapter 07 73
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Nu was de beurt aan den vroedsman Starkenbolte, een
Groningerlander, een rijk man en een fijn man; fijn in de kerk, en fijn
in de wereld. Toen diens beurt was om te spreken, zeide hij in zijne
eigene Groningerlandsche spreektaal: „Ik wijt nijt, ik leuf
Burgemeister! dat onze Meister Douwe nog geliik had het, dat et
nomentlik ’n Bosiliscus of ’n ploagbeest is, doar de Heere ons met
besuiken wil veur onze sonden en [25]ongerechtigheid, en al dat
goddelooze vlouken, dat in Dokkom doan wordt. Doarom hol ik mi
oan Meister Douwe.”
„Meister Douwe,” viel vroedsman Grada daarop in, „die het wel
eerder de planke mis weest. Ferleden jaar song er foor it bordtsje in
’e kerk: „Aller oogen wachten”, op ’n Karsmorgen.”
Bij dezen uitval begon de geheele raad van Dokkum te lachen, maar
de burgemeester niet. Die moest zijne deftigheid ophouden, en hij
sprak weêr:
„Als er dan niemand fan de Heeren is, die mij eenige inlichting in de
saak geven kan, soo laat dan eens de beide stadsboden boven
komen, of die ons in dit gefal ook nog souden kunnen dienen.”
Toen werd er ook nog een kleermaker, een oude Duitscher, ten
raadhuize geroepen. Maar toen die man den kreeft in de mand zag
liggen, toen werd hij nog bleeker om zijne smalle kaken als tien
bleeke kleermakers met elkanderen, en hij riep het uit: „Gott beware,
Her Pirgemeister! soll mich die sweernoot straffen, wenn ich solchen
Peest langer in de Stadt von Dokkom tolden sollte. Et is de Teufel,
prave Herren! de lebendige Teufel. On wann ikke Pirgemeister war,
ik that den Hundsfot in de Graft gooyen on versupen him.”
Ook andere Friezen, die van ’t eiland Ameland, moeten zich zulk
eenen oneerlijken spotnaam laten welgevallen, naar aanleiding van
het wapenschild hunner woonplaats. Het wapenschild van het
Ameland vertoont op de eene helft drie balken, op de andere eene
halve maan. Dies noemen de andere Friezen de Amelanders
B a l k e t s j e a v e n , B a l k e d i e v e n , en zingen hen ook dit
spotrijmke toe:
De Amelander schalken,
Die stalen eens drie balken,
’s Avonds in den maneschijn,
Daarom zal ’t hun wapen zijn.
De Amelanner Guten,
Dy komme hjir mei skuten:
Hja geane foar de finsters stean
En kypje troch de ruten.
De Winamer Katten
Jeye de Mullumer Rotten
Troch de Harnser kloksgatten.
De ingezetenen van het dorp Grouw hebben den naam van een
vroolijk en levenslustig volkje te zijn, en gaarne, als het, [41]pas of
ook geen pas geeft, eens een deuntje te dansen. Oudtijds was daar
eens een gezelschap jongvolk bijeen, en, wijl er juist dien dag een
reizende speelman in het dorp gekomen was, die daar ook
overnachten zoude, zoo brachten de jongelui dien man in de
herberg, en weldra kwamen de beenen van den vloer, en draaiden
en zwaaiden ze lustig rond. De speelman moest betaald worden, en
dat deden de Grouwsters ook. Maar zij hadden nog van dansen niet
genoeg; al weêr en al weêr moest de speelman vedelen, tot laat in
den avond, tot middernacht. Eindelijk had niemand van het
gezelschap nog geld in den zak, om den vedelaar te betalen. Maar
een van de jongelingen, de zoon van eenen kaaskoopman, wist wel
raad. Hij haalde uit zijns vaders pakhuis eene groote nagelkaas, om
die den speelman als loon te geven. Deze nam daarmede gaarne
genoegen—maar of de vader, des anderen daags, toen het geval
uitkwam, dit ook deed, meen ik te moeten betwijfelen.