YES        (Best answer. This item is not scored.)
NO         (This quiz covers only a few of the Toolbox topics.)
I WILL     (I Will do it very soon. That's a promise.)

2. The goal of any applicant assessment procedure is to select the person with the highest performance potential. Studies show that workers performing the same job can have significant differences in output. Which of the following represents the estimated production difference between the highest performing hires and minimally performing hires? Enter letter or click response.

a) 50%             b) 100%             c) 200%             d) 300%    

3-4. Fill in the missing words. (Click if you need a letter hint.)
We define a "structured interview" as:
one which is based on a systematic analysis of job   standards, and
contains predetermined . The Structured Interviews is accomplishments focused and strictly avoids any and all unlawful and non-job related topics.

5. Which of these is NOT a strength of the structured interview? Enter of Click.

a) All candidates have the same opportunity to display abilities.
b) Takes less time to develop than traditional interview.
c) Better represents actual job content and required behavior.
d) Managers can take more control and apply what they know to the design.

6. The first step in developing a structured interview is to perform a thorough analysis.

7-8. Your goal in this analysis is to identify not only the essential job and required knowledge, skills and abilities, but to relate these to levels of . In other words, what distinguishes the best workers.

9. To make the best hiring decision, you should, first and foremost, compare the candidate interviewed to .

a) other candidates interviewed
b) job performance information
c) current workers in similar jobs
d) the previous job incumbent

10. Most experts agree that the best interview questions focus on actual past behaviors and . The candidate should explain how he or she has performed in real situations.

11. To keep candidate from giving short answers that lack detail, you should always ask questions.

Behavioral Interviewing Tip. Please Read.

12. Which of these is an example of a behavior type interview question?

a) Have you ever had any problems working with a lot of different people?
b) How would you describe your interpersonal skills and related experience?
c) This job requires constant customer contacts. How do you like this kind of work?
d) Describe a time when you resolved a conflict with a customer or coworker.

13. Which of these is an example of a behavior type interview question?

a) Tell me about your duties while you worked at Korn Enterprises.
b) Tell me about a problem that you've solved in a unique or unusual way.
c) Do you generally see yourself as a problem solver?
d) Why do you think problem solving ability is important to job success?

14. Which of these is a behavior type interview question which might assess job "motivation"?

a) Tell me what you like best about your research work at Smith Graphics.
b) What motivates you to work hard and perform at your highest level?
c) Why do you think we should offer this job to you?
d) Give an example of a time when you performed beyond the call of duty.
e) How would you describe your work attitude and work motivation?

15. If the interviewee hesitates or seems stumped when you ask a behavioral question, you should:

a) Tell the person you will give them time to think. Then keep silent.
b) Rephrase the question using alternate words or simpler language.
c) Ask an alternate question that addresses the same job skill or ability.
d) Give some general examples of the kind information you are looking for.

16. You always want the candidate to talk about achievements and finding solutions. What could you ask as a follow-up to make sure the candidate is not just describing a routine job duty or procedure?

What was the these actions addressed?

Example Behavioral Question Topics. Can you think of questions for any of these?

17. When creating a job specific situational question, make sure it allows the candidate to relate a "real" event rather than a problem.

18. Suggested answers to the interview questions that are linked to a rating scale are often called . These provide a frame of reference for assessing the candidate's responses objectively and consistently.

Excellent tips on response scales (Arizona DOA).

19-21. Unlawful Interview Questions.
Topics that should be off limits in most employment interviews include: national origin, marital status, parental status, disability, sex, political affiliation, non-related criminal record, and financial/credit history.
What three other unlawful question areas are missing from this list?

22. Ideally, the interviewer should talk no more than % of the time.

23-26. Behavioral interview questions are designed to obtain detailed information about the candidates past behavior. A good way to know if a "probe" question is needed to obtain more information is to use the STAR method. What do the letters in "STAR" stand for?

If one of these is missing from the response, a probe question may be needed.

To Probe or not to Probe. Read more...

27. Have you ever wondered why some people you hire become long-term employees while others leave after only a short time? Of the following which is a frequently overlooked factor in selecting employees who will stay with the organization.   (Enter letter.) (Hint: See Toolbox pages 26-28)

a) candidate job related knowledge, skills, or basic abilities
b) match between worker personality and work environment
c) quality or general lack of previous job related experience
d) need for formal training to supplement entry level skills

28. Interviewer: "How many days of work have you missed over the past year?" Under the Americans with Disabilities Act (ADA), is this a legal question? (Enter letter.)

a) Yes, this is legal since it addresses general absences.
b) No, may require disclosure of disability information.

29. Interviewer: "I have given you a copy of the job description that shows the essential functions of the job.
- Do you anticipate you'd have any problem performing any of these functions?
- Can you demonstrate how you would perform the first job function? "
Under the Americans with Disabilities Act (ADA), are these legal questions?   (Enter letter.)

a) Yes, these are legal questions.
b) No, these are not legal questions.
c) The first question is legal, but the second is not legal.
d) The second questions is legal, but the first is not legal.

30. What is the recommended minimum length of time that structured interview notes and rating forms should be kept on file?   (Enter letter.)

a) 2 years
b) 5 years
c) 6 months
d) permanently
e) until hire completed

31. State government seeks to create an inclusive organization where the differences of all people are respected, and utilized towards achieving common goals. Interviewers must guard against the natural tendency to favor candidates who are similar to themselves. What's more, every state agency hiring supervisor must always be aware of the value of building a workforce. In the long run, appreciating our differences makes our organization and society stronger.

32. What is the last step in developing and conducting a structured interview? You must the process.

33. Conclusion.
The interview can be the worst or one of the best ways to hire.
Which of the these steps should you take to improve your interview practices?

a) Learn good interview techniques.
b) Use job-related, behavioral questions.
c) Apply the procedure equally to all candidates.
d) Commit yourself to continuous interview improvement.
e) All of the above.