ACR Quiz

The best predictor of future job performance is

• Recommendations

• Past job behaviour

• Astrological signs

• Educational level

Interviews usually begin with open ended questions & then transition to

• Situational questions

• Motivational questions

• Stress questions

• More specific questions

In structing an interview, how do you identify which question to ask?

• Review the candidate's application

• Find internet questions about fitting my management style

• Consider the personality traits you want in an employee

• Refer to competencies & technical skills needed to do the job

During a selection interview, it is important to ask about past behavior because:

• Past behavior is the best predictor of future behavior

• People tend to learn and grow based on past behavior

• Examples of past behavior help you understand motivations

• Asking questions about past behavior causes candidates to relax

Open-ended questions must be written very carefully in order to

• Avoid illegal topics

• Be Job related

• Have a career focus

• All of the above

A good way to start the interview is to

• Share information on compensation and benefits

• Ask easy questions to help establish rapport

• Pose neutral questions about family and friends

• Explain if you don’t have much time to interview

 A job description is useful for a selection interview because it:

• Includes the salary range for the position

• Explains company benefits

• Describes the essential job functions

• Demonstrates that the interviewer is organized

If a candidate gets off the subject, you should:

• Allow him to continue as you might learn something useful

• Presume he cannot focus and evaluate him negatively on this

• Remind the candidate that he is not answering your question

• Restate the question and regain control

 A recommended sequence for structuring the interview is:

• Listen, allow silence, build rapport, evaluate

• Discuss job, maintain control, ask open-ended questions, take notes

• Build rapport, discuss job, ask open-ended questions, maintain control

• Evaluate, get contrary evidence, discuss job, build rapport

What should you do if a candidate cannot answer a question?

• Move on to the next question

• Allow silence

• Tell the candidate that the question isn't that important

• Leave the room briefly so the candidate can think