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WorksheetsOrganizational interview
Total questions: 56
Worksheet time: 1hrs 8mins
Unlike clinical interviews, for selective process interviews what need to be discussed in the initial interview?
(a)
In the organizational interview, what type of interview is the process of identifying the clients' reason for employing you to fix there problem?
(a)
In the organizational interview, what type of interview is the process of retaining the best possible candidate to fill a position?
(a)
In the organizational interview, what type of interview is done with an employee that has decided to leave a company to understand why they are leaving and give them a good impression of the organization?
(a)
In the organizational interview, what type of interview is selection based on aptitude?
(a)
In the organizational interview, what type of interview is the process of identifying the clients' reason for employing you to fix there problem?
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is the process of retaining the best possible candidate to fill a position?
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is defined as a set of interview done to understand the organization functioning
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is presenting the result of assessment, and use that presentation to collect more information
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is presenting the result of assessment, and use that presentation to collect more information
(a)
In the organizational interview, what type of interview is defined as a set of interview done to understand the organization functioning
(a)
After a organizational diagnosis interview what do we do?
(a)
What is feedback interview?
(a)
In the organizational interview, what type that usually for high level positions when a organizational psychologist is used, and may involve developing the selection protocol that someone else will be implementing to retain the best candidates.
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is done with an employee that has decided to leave a company to understand why they are leaving and give them a good impression of the organization?
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
In the organizational interview, what type of interview is selection based on aptitude?
Exit interview
Selection interview
Performance assessment interview
Organizational diagnosis, and feedback interview
What is the purpose of exit interviews?
(a)
What is the purpose of exit interviews?
(a)
What is the difference between selective interviews and aptitude assessment interviews?
What is the purpose of aptitude assessment interview?
(a)
What type of interview is the following describing?
Set of interview done with a lot of people in the organization to understand the organization functioning.
(a)
What are the objectives of the personal selection interview?
Conduct a precise and complete assessment of the client’s problems, consultation motives, expectations, life functioning, and factors that help to maintain the problems
Make candidate feel good about the workplace, positive realistic first impression of the workplace
Find and retain the best possible candidate for the position that is open
Building rapport with the client in order to develop a strong therapeutic alliance
What does the assessment objective of the personal selection procedure state?
(a)
Other then the assessment objective of the personal selection procedure, what does the other objective state?
(a)
Why is it important to make candidates feel good about the workplace where they are interviewing for?
"Finding the best key for the lock, not “In the land of the blind, the one-eyed man in king”. Is one of the many things that needs to be kept in mind when going through a selection interview. What does that statement mean?
Fill in the blank:
Bob during one of his meeting with his colleagues said the following:
"For the personal selection procedure to be adequate, we have to keep in mind the questions we ask. We can not ask question that are not _________, or would influence the candidate to answer in a________ _________ way"
(a)
In one of the interviews Alia shadowed for she encountered the following situation/statement. How should she flag it?
In an interview for the position of a new engineer, men were asked to explain concepts deemed relevant for the position. While women were mainly asked about their cleaning skill, skill considered irrelevant for the job.
Realistic job preview
Fair and respectful selection process
Content and mode of the response
Behavior in opposition to cv, and reference
Focus on critical components of the position, especially those that can't be learned on the job
In one of the interviews Alia shadowed for she encountered the following situation/statement. How should she flag it?
In an interview for the position of a new engineer, the interviewing panel have named a set of tasks mostly associated with the role of architectural managers of their firm.
Realistic job preview
Fair and respectful selection process
Content and mode of the response
Behavior in opposition to cv, and reference
Focus on critical components of the position, especially those that can't be learned on the job
In one of the interviews Alia shadowed for she encountered the following situation/statement. How should she flag it?
In an interview for the position of a new engineer, candidate A responded to a question with a great hesitation, often pausing and changing their their statement half way through.
Realistic job preview
Fair and respectful selection process
Content and mode of the response
Behavior in opposition to cv, and reference
Focus on critical components of the position, especially those that can't be learned on the job
In one of the interviews Alia shadowed for she encountered the following situation/statement. How should she flag it?
In an interview for the position of a new engineer, one of the panel members suggested that giving a short project that aligned with what the retained candidate will be doing in their day to day work.
Realistic job preview
Fair and respectful selection process
Content and mode of the response
Behavior in opposition to cv, and reference
Focus on critical components of the position, especially those that can't be learned on the job
The following is one of the things we need to keep in mind when conducting a personal selection interview, What does it mean?
A behavior is always a more valid indicator of competence than knowledge, opinions, CV, and references.
Which of the following is not characteristic of a good personal selection interview?
Focus on relevant competencies that can't be developed on the job
Focus on the competencies relevant to the job
Focus on creating a strong unconditional positive regard
Focus on the response and non verbal cues
Focus on giving a good overview of the position's role
Name 4 critical elements of a personal selection interview.
Name the types of bias that are possible in the personal selection problem.
(a)
In one of the interviews Alia shadowed for she encountered the following situation/statement. What type of bias is this situation?
In an interview for the position of a new engineer, one of the candidates reminded Alia of her trustworthy friend who she often looks up to.
Halo effect
Focus on weakness
Projection
Focus on transparency
Over qualified candidate
In one of the interviews Alia shadowed for she encountered the following situation/statement. What type of bias is this situation?
In an interview for the position of a new engineer, Alia only seems to remembers the negative attributes/traits of a candidate.
Halo effect
Focus on weakness
Projection
Focus on transparency
Over qualified candidate
In one of the interviews Alia shadowed for she encountered the following situation/statement. What type of bias is this situation?
In an interview for the position of a new engineer, Alia only seems to remembers how annoyed she felt when the candidate first interred the room. During deliberation she kept bringing that fact up.
Halo effect
Focus on weakness
Projection
Focus on transparency
First impression
In one of the interviews Alia shadowed for she encountered the following situation/statement. What type of bias is this situation?
In an interview for the position of a new engineer, Alia made the observation that candidate A felt more honest and gave more information regarding himself during the interview, in comparison to candidate C.
Halo effect
Focus on weakness
Projection
Focus on transparency
First impression
What biases be present during personal selection procedure (Give 3 example and explain them) and explain how these can be avoided.
1. What is the first step in a personal selection interview sequence?
Conducting the interview.
Indicating the next steps.
Welcoming the candidate.
Asking if the candidate has questions.
Why is building an atmosphere of trust and confidence important in a personal selection interview?
To test the candidate’s social skills.
To create a positive and open environment.
To evaluate the candidate’s suitability for the role.
To assess how they respond to small talk.
What information should you provide when indicating the sequence of the interview?
Duration, content, note-taking, and next steps.
Goals, duration, content, note-taking, and the candidate's responsibilities.
Where they are in the selection process, duration, content, note-taking, and next steps.
The interviewer’s background and goals, duration, and the next steps in the hiring process.
Why is it important to indicate in advance that the interview is coming to an end?
To give the candidate an opportunity to ask questions.
To maintain control of the interview timeline.
To evaluate the candidate’s reaction to the interview conclusion.
To prepare for taking notes effectively.
Why should candidates be allowed to ask questions during the interview?
To assess their knowledge of the workplace.
To understand whether they are a good cultural fit.
Because their questions may influence whether they accept the job.
To test their communication skills.
What should be done at the conclusion of the interview?
Accompany the candidate to the door or exit.
Summarize the candidate’s responses.
Begin deliberating on the candidate’s suitability.
Provide immediate feedback to the candidate.
What types of questions should be asked in a personal selection interview?
(a)
What type of question is best for assessing knowledge and competencies?
(a)
Which of the following fit the characteristics of an open-ended question?
Require a quick response
Should be discriminatory
Needs to be realistic
Need to be realistic
Which type of question is most useful to assess knowledge and competencies during the main body of an interview?
Closed-ended questions
Situational questions
Open-ended questions
Hypothetical questions
Why is it important for open-ended questions to be discriminant?
To ensure they are realistic for the candidate.
To prevent candidates from guessing the correct response.
To focus on a single element of competency.
To limit the scope of the candidate's answer.
What is the primary purpose of situational-ended questions?
To evaluate the candidate’s problem-solving ability in real job situations.
To assess the candidate's knowledge of theoretical concepts.
To test the candidate’s ability to make generalizations.
To encourage candidates to give detailed explanations about their experience.
Which of the following is NOT a characteristic of a well-designed situational-ended question?
Focused on a single area of knowledge or competency.
Related to a realistic job scenario.
Designed to elicit multiple elements of competency at once.
Accessible to the candidate.
What makes a situational-ended question effective for assessing job-specific competencies?
Provide an example of an open-ended question that could assess a candidate’s knowledge or competencies related to a retail position.
Explain the importance of precision and specificity in situational-ended questions.
