Module 2.2A: Recruiting and Interviewing

Question 1

What are Internet Job Boards?

Answer 1

Can reach potential applicants and are economical because they reach seekers for one price. Ease the process for applicants and employers because submitting resume is simple and can be placed in company database

Question 2

What are Corporate Social Networking Pages?

Answer 2

Job openings posted on professional networking site in addition to corporate accounts on Twitter, FB, IG and other platforms

Question 3

What are Personal Social Networking Sites?

Answer 3

Employees from organization sometimes share job openings on their personal social media pages. Helps expose opening and organization to passive candidates who are not actively looking for a new opportunity.

Question 4

What are reasons why employers might consider external candidates vs internal candidates?

Answer 4

1. Fresh perspective of external candidate can improve the way an organization functions and lead to innovation
2. Competition between workers for the same job can create tension, disrupt operations, and reduce productivity
3. An internal candidate might have difficulty adapting to a new role
4. Supervisors sometimes prefer a strong worker to remain in their current role, this can hurt morale and stifle and employees person growth

Question 5

What are External Sourcing Methods?

Answer 5

1. Placement Services
2. Labor Unions
3. Professional Employer Organization
4. Job Fairs

Question 6

What are Placement Services?

Answer 6

Employers can look to both public and private employment agencies for talent.

Private agencies find passive job seekers who could be a strong fit for a particular employer and often build databases of potential applicants.

Question 7

What are Labor Unions?

Answer 7

Employers can use union hiring halls that post information about job openings.

Found at physical buildings, but other times, they’re found online, such as on Facebook pages.

Question 8

What are Professional Employer Organization?

Answer 8

These companies lease workers to an organization seeking to beef up its staff, but they are responsible for handling HR administrative duties, such as processing payroll and managing personnel records.

Question 9

What are Job Fairs?

Answer 9

Effective for specific industries, such as construction, or when looking to hire from a specific group of people, such as minorities.

Question 10

What are Passive Candidates?

Answer 10

Highly qualified in demand candidates who aren’t actively seeking a new position but might be interested in a new position under the right circumstances.

One of the most common ways for an organization to reach this population of individuals is through online recruiting efforts or the use of a recruiting firm.

The key in this step is to establish a clear connection and encourage the candidate to take a new opportunity under advisement.

Question 11

What is a Search Committee?

Answer 11

A search committee ideally consists of three to five people who represent both the demographics of the organization and different interested parties, such as those from different departments or divisions.

They will have a role to play throughout the candidate selection process

Question 12

What are the different forms of interviews?

Answer 12

1. Prescreening
2. Behavioral and Situational
3. Patterned
4. Stress
5. Panel

Question 13

What is Prescreening?

Answer 13

These are telephone or video interviews that are conducted to ensure an applicant is a strong enough candidate to be invited for an on-site interview.

These are shorter, less thorough, and conducted by fewer people than at an on-site interview

Question 14

What is Behavioral and Situational?

Answer 14

Based on the belief that past performance is the best predictor of future behavior, questions during a behavioral interview probe previous work experiences to determine how a candidate might behave in similar situations in the future.

In a situational interview, candidates are presented with hypothetical scenarios and are asked how they would handle them.

Question 15

What is Patterned?

Answer 15

Interviews focused on areas that are specifically related to the job, with each candidate receiving the same set of questions.

Question 16

What is Stress?

Answer 16

The interviewer purposefully creates a stressful environment by appearing to be aggressive, distracted, contrary, or indifferent.
To be valid, the approach must be used only for jobs that are stressful, such as law enforcement.

Question 17

What is Panel?

Answer 17

A handful of interviewers take turns asking questions of an applicant. After the interview, the group, which could be a search committee, will compare notes to determine which candidate performed most strongly.

Question 18

What is Average/Central Tendency?

Answer 18

Some interviewers are inclined to rate all applicants with the same score, typically in the mid-range, regardless of the candidate’s actual performance.

Question 19

What is Sterotyping?

Answer 19

Some interviewers make assumptions about the characteristics of people who come from a certain group, even if there is no evidence to support that assertion.

Question 20

What is Contrast Error?

Answer 20

This occurs when an interviewer compares all candidates to one candidate, instead of comparing all candidates against one another. If the first interviewee performed poorly, this bias would make all subsequent candidates appear to be very strong.

Question 21

What is First Impression?

Answer 21

If a candidate makes a strong or weak first impression, interviewers need to be careful not to allow that to influence their evaluation of the entire interview. Someone who gives strong answers to the first question or two shouldn’t be allowed to coast the rest of the way.

Question 22

What is Halo Effect/Horn Effect?

Answer 22

This occurs when an interviewer who places too much significance into a positive (halo) trait or negative (horn) trait at the exclusion of other characteristics. For example, a candidate might be likable, but might lack certain important skills.

Question 23

What is Question Inconsistency?

Answer 23

As covered earlier, it is essential that all candidates be asked the same questions. Bias enters the picture here because factors such as gender or ethnicity might influence the types of questions an interviewer might ask.

Question 24

What is Cultural Noise?

Answer 24

Interviewees sometimes provide answers to questions based on what they think the interviewer wants to hear. The inability to detect this is cultural noise.

Question 25

What is Nonverbal Bias?

Answer 25

This problem occurs when the interviewer is influenced more by body language, appearance, or eye contact than by the actual answers to questions.

Question 26

What is Reliability?

Answer 26

The degree to which the result of a measurement or assessment returns consistent results

Question 27

What is Validity?

Answer 27

The degree to which a measurement or assessment measures the thing it was intended to measure

Question 28

What is an In-basket Exercise?

Answer 28

A test in which a candidate receives, prioritizes, and organizes emails, phone calls, documents, and memos and responds to select communications.

Question 29

What is a Reference Check?

Answer 29

Employers typically ask candidates to provide references who can verify the information they have provided.

References are often current or former coworkers who can speak to the type of worker that the candidate is, but they can also be financial references, such as credit checks.

Question 30

What is a Background Check?

Answer 30

A background check is more comprehensive than a reference check. In addition to checking references, a potential employer will also check a candidate’s criminal record.

Question 31

What is a Drug Test?

Answer 31

Some employers conduct drug tests to ensure that a potential employee isn’t breaking the law and can be expected to reliably show up to work on time and perform the job well.

Question 32

Which guideline is most important in creating recruitment advertisements?

Answer 32

Avoid exclusionary requirements that are not job related

Question 33

A primary advantage in the recruitment of a passive candidate is the ability to:

Answer 33

Search a wider talent pool for a key candidate

Question 34

Tell me about a situation in which you helped to resolve conflict between subordinates is an example of what type of interview questions?

Answer 34

Behavioral

Question 35

During an interview, questions related to an applicant with a disability’s ability to perform on the job include all of the following except:

Answer 35

Do you have any physical or other limitations?

Question 36

A recruiter asks the following questions of all candidates interviewed: 1) Why did you leave your last position. 2) Have you ever filed for worker’s compensation? 3) Are you able to perform the duties of the position with or without accommodation? 4) How would you characterize your last teamwork experience?

Which of the recruiter’s questions is best described as a request for a behavioral description?

Answer 36

4

Question 37

A recruiter asks the following questions of all candidates interviewed: 1) Why did you leave your last position. 2) Have you ever filed for worker’s compensation? 3) Are you able to perform the duties of the position with or without accommodation? 4) How would you characterize your last teamwork experience?

Which of the recruiter’s questions is most likely to be impermissible (too bad to be allowed)?

Answer 37

2

Question 38

Behavioral event interviewing focuses on:

Answer 38

detailed accounts of actions, feelings, and thoughts that occurred in given situations

Question 39

When using social networks for recruiting, an organization’s primary legal and ethical consideration is:

Answer 39

privacy issues

Question 40

The interview technique proven over time to be most effective is the:

Answer 40

behavioral-based interview

Question 41

When video recording employment interviews, it is important to:

Answer 41

obtain written permission from the candidates prior to the interviews

Question 42

The greatest shortcoming of written recommendations provided by candidates for employment is that:

Answer 42

recommendations are not consistently informative

Question 43

A hospital contacts an HR professional seeking a reference on a former employee for a position as a nursing assistant. This employee had been terminated when caught in the act of sexually assaulting a worker. No charges were filed. What is the HR professional’s good faith obligation to the potential employer?

Answer 43

Provide the facts of the situation