Dale is interviewing for a job with XYZ
Company. The interview process
includes meetings with the human
resources director and two different
division managers. In each interview,
Dale starts by extending a hand for a
handshake and says, "Hello, my name
is Dale. It's good to meet you." In each
meeting, Dale talks about his past
work experiences and current skills
and competencies when each
interviewer asks, "What skills do you
bring to my division? Why should we
hire you?" This is an example of
which goal of interpersonal
relationships in the workplace?
Answers
Answer:
Interviewing Candidates
The interview is the most widespread selection method used to fill positions in organizations. Unfortunately, research on employment interviews has shown that, without proper care, interviews can be unreliable, low in validity, and biased against different groups. One way to improve the interview process is for HR staff to keep the interview structured, standardized, and focused on accomplishing a small number of goals. Moreover, using situational interviews—where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job—have provided pertinent information about the way an applicant may handle the job he or she is applying to fill. In the following case, a local small business is overwhelmed by responses to a job posting and asks an HR consultant to assist in the selection process.
In this exercise, please read the mini-case and answer the questions that follow.
David Holmes is an HR consultant hired by Beds O' Plenty (BOP), a local mattress company. BOP is a fairly new business that has grown dramatically in the past year. BOP needs to expand its customer service group and is looking to hire two customer service representatives. The HR manager (who also doubles as the head of customer service) is overwhelmed by the response to the company's job opening posted on CareerBuilder.com. The current customer service reps are relatives of the company's owner, and they signed on as a favor to him—even though they had little professional experience in customer service. Now that the department needs to expand, the owner and the HR manager need guidance in setting up a formal selection method for the new employees.
31.
Which of the following types of interviews have been shown to have the highest predictive validity?
Situational
Operational
Subjective
Experiential
32.
Situational interview items have been shown to _____.
embarrass job candidates
elicit inaccurate information
take too much time and effort
have a low level of predictability
reveal how the candidate is likely to do when confronted with a certain hypothetical situation in the future
33.
Which of the following is an example of future-oriented situational interview items?
"When you worked at Bedding Experts, how did you deal with disgruntled customers?"
"Think about an incident in a previous job where you had a conflict with your boss. How did you handle it?"
"How did you work with customer service staff whom you knew lied to customers?"
"What was your biggest regret at your previous company?"
"Suppose you had an idea to change the service procedures, but your colleagues resisted. What would you do?"
34.
Why is it important for Holmes NOT to be the only person interviewing job candidates?
He could be too objective in evaluating candidates.
He will intimidate job candidates because he is a consultant.
He doesn't have a background in customer service.
Using multiple interviewers removes biases that a single person might make in choosing an employee.
35.
All of the following are positive steps to increase the utility of the selection interview EXCEPT
Keep it structured
Keep it focused on accomplishing a small number of goals
Keep a list of quantitative ratings on a small number of dimensions that are observable
Keep it standardized
Keep it informal
36.
Which of the following types of interviews have been shown to have the highest predictive validity?
Situational
Operational
Subjective
Experiential
37.
Situational interview items have been shown to _____.
embarrass job candidates
elicit inaccurate information
take too much time and effort
have a low level of predictability
reveal how the candidate is likely to do when confronted with a certain hypothetical situation in the future
38.
Which of the following is an example of future-oriented situational interview items?
"When you worked at Bedding Experts, how did you deal with disgruntled customers?"
"Think about an incident in a previous job where you had a conflict with your boss. How did you handle it?"
"How did you work with customer service staff whom you knew lied to customers?"
"What was your biggest regret at your previous company?"
"Suppose you had an idea to change the service procedures, but your colleagues resisted. What would you do?"
39.
Why is it important for Holmes NOT to be the only person interviewing job candidates?
He could be too objective in evaluating candidates.
He will intimidate job candidates because he is a consultant.
He doesn't have a background in customer service.
Using multiple interviewers removes biases that a single person might make in choosing an employee.
40.
All of the following are positive steps to increase the utility of the selection interview EXCEPT
Keep it structured
Keep it focused on accomplishing a small number of goals
Keep a list of quantitative ratings on a small number of dimensions that are observable
Keep it standardized
Keep it informal
Explanation:
Interpersonal skills are traits you rely on when you interact and communicate with others. They cover a variety of scenarios where communication and cooperation are essential.
Some examples of interpersonal skills include:
Active listening
Teamwork
Responsibility
Dependability
Leadership
Motivation
Flexibility
Patience
Empathy
In a work environment, strong interpersonal skills are an asset that can help you navigate complexity, change and day-to-day tasks.