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Phase 3: Proj. Revision: Creating Test Items (A post-test)

Keith Scheirmann

IDPT 650

Dr. Younghee Kong

September 15, 2013

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Structured Interviewing Process Test

Instructions for completing the Structured Interviewing Process examination.

1. The examination is designed to test your knowledge of information provided in the Structured Interviewing Process course.

2. The questions cover the Structure Interviewing Process classroom material and the Using Structured Interviewing to Select and Hire Desirable Job Candidates Trainee’s Manual.

3. No special testing material is required. The instructor will provide test and writing materials. In the event of an emergency during the examination, the instructor will collect all material and provide direction on how to exit the facilities.

4. This is a closed book test. The instructor will be available to provide clarification of test questions only.

5. This examination should take approximately 20 minutes to complete.

6. The test is made of 20 questions and will include the following: a. Multiple Choice: Select a single response that best answers the question. b. Multiple Response: Select all responses that apply and best answer the question. c. Short Answer: Provide a short written response that appropriately answers the question. d. Essay Questions: Provide a detail written response that appropriately answers the question.

7. During the testing process, questions may be revisited/answers adjusted. Once the test has been submitted to the instructor for score, no further adjustments will be permitted.

8. At the completion of the test, an answer key will be provided for review.

9. Each question, regardless of question type, will be scored equally with no penalty for incorrect answers.

10. The minimum passing score is 80%.

11. The instructor will be available via email and by scheduled appointment to discuss any concerns or specific questions.

12. An email will be sent to both you and your managers work email account within 5 business days of test completion.

13. If a passing grade is not obtained, the test may be re-accomplished after 60 calendar days.

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Test Questions

1. Select which answer(s) are the correct behavior based interviewing approaches? There may be more than

one correct answer. Select all items apply:

1. Predicts future job performance.

2. Provides valid information about candidate’s approach to situations.

3. Provides the kinds of information needed to make good hiring decisions.

4. Provides allowances for personal preferences and intuition in the selection process.

2. Review the provided interview questions. Match the questions to either acceptable or unacceptable question

type.

a. Have you ever used another name?

b. What is the date of your birth?

c. What is your mother tongue?

d. What is the number and ages of children?

e. If selected, the copy will require a photo ID to be taken.

QuestionResponse

1. Acceptable

2. Unacceptable

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3. Identify the type of performance skills required for a job. Select all that apply:

1. Supervise multiple customer service repress.

2. Follow established guidelines.

3. Apply established guidelines to specific customer inquiries.

4. Help customer service representatives apply established guidelines to specific

customer inquiries.

5. Interact with other departments as needed.

4. Describe why correctly conducting an interview is important to the organization.

5. What are the correct types of interview questions? Select all that apply:

1. Questions that build a rapport during interview.

2. Specific questions on past history that may impact future work.

3. Questions that are open-ended and designed to facilitate discussion.

4. Questions that are probing in nature or scenario based.

5. Questions that pressure the individual to answer questions quickly under pressure.

6. When preparing for an interview, when is it best to develop the interview questions?

1. The time to prepare questions is before the job interview.

2. The time to prepare questions is after the list of candidates is provided.

3. The time to prepare questions is during the interview.

4. New questions should be added for each candidate.

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7. When developing questions, what action should not be taken?

1. Avoid single word answer question.

2. Use open-ended questions that ask for specific examples of past job behavior.

3. Keep questions focused.

4. Keep questions general in nature.

8. What is the first step when building a rapport with a candidate?

1. Gain a candidate’s confidence.

2. Show you care about candidates.

3. Show office is a good place to work.

4. Put candidate at ease.

5. Get candidate to talk about past job behavior.

9. Why ask open ended questions?

1. They cannot be answered by just a few words.

2. They make the candidate feel at ease.

3. They will always get the answer you want.

4. They are easy to develop and ask.

10. Identify ways to create a proper environment for an interview. Select all that apply:

1. Create an interview room that invites the candidate to talk.

2. Ensure both the candidate and interviewer can be seated so as to make the interview

move smoothly.

3. Ensure there is background noise to help set the tone of the meeting.

4. Ensure the lighting is varied between the interviewer and candidate.

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11. Making a candidate feel comfortable is important. Put the steps for in order for conducting a successful

interview.

1. Establish rapport with the candidate.

2. Provide an overview of position.

3. Ask questions about past job performance.

4. Seek contrary evidence.

5. Probe to clarify understanding.

6. Allow the candidate to ask questions.

7. Review your notes and summarize feelings.

8. Close the interview.

12. In order to make the best use of the time, describe how to stay in control of interview.

13. Select responses that describe how to identify past performance.

1. Ask to describe last job.

2. Ask general questions.

3. Ask open-ended questions.

4. Allow the candidate to dictate interview.

14. Describe why asking for contrary evidence is a smart approach in an interview.

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15. Select the type of questions a candidate may ask about the position or the organization. Select all that apply:

1. What needs to get done on the job?

2. What the job’s most important task?

3. What is the evaluation process?

4. What is the first thing that needs to be done?

16. Once interview completed, describe the selection notification process.

17. Rank orders the four steps in completing the interview process

1. Complete reference checks.

2. Develop a performance chart.

3. Make evaluation.

4. Look for possible warning signs.

18. Provide a short answer of the actions that should be documented when reviewing and summarizing an

interview.

19. Why develop a performance chart.

20. When evaluating an interview, what are the warning signs?

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Test Questions Answer Key w/ Rationale

1. Select which answer(s) are the correct behavior based interviewing approaches? There may be more than

one correct answer. Select all items apply:

1. Predicts future job performance.

2. Provides valid information about candidate’s approach to situations.

3. Provides the kinds of information needed to make good hiring decisions.

4. Provides allowances for personal preferences and intuition in the selection process.

Answer: 1, 2 & 3

Rationale: Please review power point slide 7 from class. This slide outlines past behavior as a future job

indicator.

2. Review the provided interview questions. Match the questions to either acceptable or unacceptable question

type.

Answer: Acceptable 1 & 5; Unacceptable 2, 3, & 4

Rationale: Please review the trainee training manual handout #5. This handout shows both correct and incorrect interview questions.

QuestionResponse

3. Acceptable

4. Unacceptable

f. Have you ever used another name?

g. What is the date of your birth?

h. What is your mother tongue?

i. What is the number and ages of children?

j. If selected, the copy will require a photo ID to be taken.

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3. Identify the type of performance skills required for a job. Select all that apply:

1. Supervise multiple customer service repress.

2. Follow established guidelines.

3. Apply established guidelines to specific customer inquiries.

4. Help customer service representatives apply established guidelines to specific

customer inquiries.

5. Interact with other departments as needed.

Answer: 1, 2, 3, 4, & 5

Rationale: Please review trainee manual handout #1. This handout provides information on outlining

needed job skills.

4. Describe why correctly conducting an interview is important to the organization.

Answer should address the following points: Costs associated with recruiting and selection, interviewing,

orientation and training, lost work time & lost business.

Rationale: Please review power point slide 8 from class. This slide describes turnover costs.

5. What are the correct types of interview questions? Select all that apply:

1. Questions that build a rapport during interview.

2. Specific questions on past history that may impact future work.

3. Questions that are open-ended and designed to facilitate discussion.

4. Questions that are probing in nature or scenario based.

5. Questions that pressure the individual to answer questions quickly under pressure.

Answer: 1, 2, & 3

Rationale: Please review trainee manual handout #2. This handout shows the four kinds of interview

questions.

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6. When preparing for an interview, when is it best to develop the interview questions?

1. The time to prepare questions is before the job interview.

2. The time to prepare questions is after the list of candidates is provided.

3. The time to prepare questions is during the interview.

4. New questions should be added for each candidate.

Answer: 1

Rationale: Please review power point slide 13 from the class. This slide discussed the need to prepare.

7. When developing questions, what action should not be taken?

1. Avoid single word answer question.

2. Use open-ended questions that ask for specific examples of past job behavior.

3. Keep questions focused.

4. Keep questions general in nature.

Answer: 4

Rationale: Please review power point slide 14. This slide shows how to develop an interview question.

8. What is the first step when building a rapport with a candidate?

1. Gain a candidate’s confidence.

2. Show you care about candidates.

3. Show office is a good place to work.

4. Put candidate at ease.

5. Get candidate to talk about past job behavior.

Answer: 4

Rationale: Please review power point slide 15. This slide shows the steps to build a rapport during an

interview.

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9. Why ask open ended questions?

1. They cannot be answered by just a few words.

2. They make the candidate feel at ease.

3. They will always get the answer you want.

4. They are easy to develop and ask.

Answer: 1

Rationale: Please review power point slide 16. This slide shows why open-ended question are useful.

Review notes from class discussion.

10. Identify ways to create a proper environment for an interview. Select all that apply:

1. Create an interview room that invites the candidate to talk.

2. Ensure both the candidate and interviewer can be seated so as to make the interview

move smoothly.

3. Ensure there is background noise to help set the tone of the meeting.

4. Ensure the lighting is varied between the interviewer and candidate.

Answer: 1 & 2

Rationale: Please review power point slide 27. This slide discusses how to create a proper interview

environment.

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11. Making a candidate feel comfortable is important. Put the steps for in order for conducting a successful

interview.

1. Establish rapport with the candidate.

2. Provide an overview of position.

3. Ask questions about past job performance.

4. Seek contrary evidence.

5. Probe to clarify understanding.

6. Allow the candidate to ask questions.

7. Review your notes and summarize feelings.

8. Close the interview.

Answer: 1, 2, 3, 5, 4, 6, 8, & 7

Rationale: P lease review power point slide 28. This slide shows the steps to conduct an interview.

12. In order to make the best use of the time, describe how to stay in control of interview.

Answer should include the following key points: How to tactfully steer the candidate back the job

experience discussion.

Rationale: Please review power point slide 30. This slide discusses how to control an interview.

13. Select responses that describe how to identify past performance.

1. Ask to describe last job.

2. Ask general questions.

3. Ask open-ended questions.

4. Allow the candidate to dictate interview.

Answer: 2 & 3

Rationale: Please review power point slide 31. This slide describe questions that can be used to gather

information about past performance.

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14. Describe why asking for contrary evidence is a smart approach in an interview.

Answer should include the following key points:

a. Prevents forming a one-side impression of the candidate, whether it is good or

bad, stop and challenge contrary evidence.

b. Asking for contrary evidence can prevent forming assumptions or erroneous

first impressions and from basing hiring decisions on incorrect data.

c. Asking for contrary evidence may turn up little or no new information to

contradict your earlier impression.

d. Asking for contrary evidence may change your evaluation of the candidate.

e. Ensure that all candidates, including seemingly weak, have benefit of the doubt.

Rationale: Please review power point slide 31. This slide discusses how to approach an interview.

15. Select the type of questions a candidate may ask about the position or the organization. Select all that apply:

1. What needs to get done on the job?

2. What the job’s most important task?

3. What is the evaluation process?

4. What is the first thing that needs to be done?

Answer: 1, 2, 3, & 4

Rationale: Please review power point slide 33 and notes from class discussion.

16. Once interview completed, describe the selection notification process.

Answer should include the following key points: Interviewer will provide HR with name of first choice. If

candidate accepts, then HR notifies non-selected candidates.

Rationale: Please review power point 37 and class notes for sequence of events.

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17. Rank orders the four steps in completing the interview process

1. Complete reference checks.

2. Develop a performance chart.

3. Make evaluation.

4. Look for possible warning signs.

Answer: 2, 4, 1, & 3

Rationale: Please review power point slide 37 and class notes for proper order.

17. Provide a short answer of the actions that should be documented when reviewing and summarizing an

interview.

Answer should include the following key points:

a. Review of notes.

b. Evaluate the candidate’s suitability by comparing his or her skills with the

technical and performance skills you identified previously.

c. Summarize findings in enough detail to adequately review all of the

candidates later.

Rationale: Please review power point slide 36 and class notes for key points.

19. Why develop a performance chart.

Answer should include the following key points: The Purpose is to organize findings and thoughts about

each candidate, and to review each candidate fairly and objectively based on their answers to your

behavior-based questions.

Rationale: Please review power point slide 37 and class notes. This section of class described why

performance chart is required.

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20. When evaluating an interview, what are the warning signs?

Answer should include the following key points:

a. Quitting job once without giving adequate notice.

b. Candidate arrived late for the interview and offered no explanation.

c. There is a smell of alcohol on candidate.

d. Candidate demands current employer offer matched.

e. Unable to verify references.

Rationale: Please review power point slide 37 and class notes for warning signs.