1、Chapter 5: Interviewing CandidatesMultiple Choice 窗體頂端1. The most widely used personnel selection procedure is the:assessment center.reference checks.appraisal erview.2. A selection procedure designed to predict future job performance on the basis of applicants oral responses to oral in

2、quiries is:a non-directive interview.a selection interview.an appraisal interview.a structured interview.3. Eliciting information concerning the firms shortcomings is performed in a(n):appraisal interview.exit interview.non-directive interview.selection interview.4. An advantage of unstructured inte

3、rviews is:interviewers can pursue points of erviewer asks prepared questions.legally defensible.all applicants are asked the same questions.5. Specific questions and specified answers are features of:appraisal interviews.directive interviews.exit interviews.unstructured interviews.6. Acc

4、ording to how its administered, interviews can be classified into: one-on-one or by a panel of interviewers.Computerized or personally .Sequentially or all at once.group or one by one .7. Asking an applicant what he or she would do in a given situation is an example of a(n):structured interview.situ

5、ational interview.behavioral interview.job-related interview.8. Asking an applicant to describe how he or she handled a past situation is an example of a(n):structured interview.behavioral interview.stress interview.situational interview.9. Utilizing answers to questions about past behaviors to pred

6、ict job performance is a feature of:behavioral interview.situational interview.job-related interview.structured interview.10. An interview that is ethically questionable is the:non-directive interview.behavioral interview.sequential interview.stress interview.11. An applicant is interviewed by sever

7、al persons in turn in the:panel interview.mass interview.sequential interview.stress interview.12. The first step of selection interview is: to select the interviewers.to know who will be interviewed.job analysis.rate the job dudties.13. Interviewers usually make decisions about applicants:after car

8、eful deliberation.when information is negative.during the first few minutes.before the interview begins.14. Interviewers who dont completely understand the job being interviewed for may make a decision based on:first impression.contrast error.negative bias.incorrect stereotypes.15. Rating an applica

9、nt higher in relation to other applicants interviewed can be the result of:average applicants.contrast error.first impressions.negative bias.16. Higher interview ratings are usually given to:attractive men.qualified women.old men .qualified men.17. An interviewer should be careful to focus on:required skills and experience.negative information.first impression.past behavior.18. At the end of selection interview, its go