Interviewing Techniques and Methods Flashcards
7 cards from real CODESP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Interviewing Techniques and Methods flashcards as text
Which interview format is most likely to yield legally defensible hiring decisions under EEOC guidelines?
Answer: Structured behavioral interview with standardized scoring
Structured behavioral interviews with standardized scoring criteria are most defensible because they apply consistent, job-related criteria to all candidates.
In a STAR-based behavioral interview, what does the 'R' stand for?
Answer: Result
STAR stands for Situation, Task, Action, and Result — the four components candidates should address in behavioral responses.
An interviewer consistently rates candidates higher after seeing an impressive resume before the interview. This exemplifies which bias?
Answer: Halo effect
The halo effect occurs when a positive impression in one area (resume) unduly influences ratings in other areas (interview performance).
What is the primary advantage of using multiple interviewers in a panel format?
Answer: It reduces individual interviewer bias and increases reliability
Panel interviews reduce individual bias and increase inter-rater reliability by averaging perspectives across multiple trained evaluators.
Which question type directly assesses a candidate's past behavior as a predictor of future performance?
Answer: Behavioral question
Behavioral questions ask candidates to describe specific past experiences, based on the premise that past behavior predicts future behavior.
When developing scoring anchors for a structured interview, what should each anchor level describe?
Answer: Observable behavioral indicators that distinguish performance levels
Scoring anchors should describe specific, observable behaviors that clearly distinguish between poor, adequate, and excellent responses.
Which practice best reduces the recency effect in interview scoring?
Answer: Scoring each candidate immediately after the interview ends
Scoring candidates immediately after each interview limits the recency effect by preventing later interviews from overshadowing earlier ones.