Better hiring decisions

When hiring a receptionist, which of the following questions/requests to the interviewee would likely be predictive of subsequent job performance?

How would you go about dealing with an angry client?

Only two of the other responses are correct

Tell us about a time you successfully dealt with an angry client

What are your strengths and weaknesses?

In hiring a chief financial officer, which of the following questions/requests would likely be most predictive of subsequent job performance?

How would you go about instilling a culture of greater financial discipline?

How would you describe your leadership style?

Please give us an example of how you have changed the culture of a team to get better results

How have you grown as a leader?

'How much emotional intelligence do you believe you possess?' What kind of interview question is this?

A background question

None of the other responses is correct

A hypothetical question

A past-based question

Introducing more structure in an interview is known to increase the effectiveness of selection interviews. What is the likely effect on interview effectiveness of encouraging interviewers to ask follow-up questions (eg 'Why did you do that?') when candidates provide inadequate or incomplete responses?

Follow-up questions may disadvantage younger candidates because they have less experience

Follow-up questions may cue candidates as to the types of answers expected by interviewers and therefore reduce the effectiveness of an interview

It is not possible to say what the impact of follow-up questions would be without further data

Follow-up questions are likely to increase the effectiveness of an interview

Which of the following questions/requests in an interview is likely to be the most effective at predicting the future job performance of an accounts assistant?

What number would you get by multiplying 34 by 29?

How would you go about checking for errors in a spreadsheet?

Tell me about a time you really enjoyed your work

What process did your previous line manager use to check for errors in your work?

A large accountancy firm that needs to recruit around 50 graduates every year

Would likely be better off by allowing interviewers to interview in an unstructured fashion

Should structure interviews by insisting interviewers ask only background questions

Would probably save interviewers' time by creating a structured interviewing process, even though there would be an initial investment in creating the process

Would benefit most by instructing interviewers to ask a combination of only past-based and hypothetical questions

A small business that needs to hire only a handful of fairly junior employees every year

None of the other responses is correct

Would benefit most by instructing interviewers to ask mainly past-based questions

Would probably get the most benefit by creating a structured interviewing process, even though there would be an initial investment for creating the process

May be better off allowing interviewers to interview in an unstructured fashion

Creating an interview structure and training interviewers in its use

None of the other responses is correct

Is likely to increase unfair discrimination against disabled candidates as it prevents interviewers from asking questions that may pertain to specific disabilities

May increase unfair discrimination against candidates who have poor technical skills

May reduce unfair discrimination against women as it encourages interviewers to focus on job-relevant criteria

The fact that structured interviews are perceived as more difficult by candidates

May mean candidates are likely to apply for a greater variety of jobs at the same time

Suggests that structured interviews should be used more for senior than junior roles

Suggests that structured interviews should be used only for more junior rather than senior roles

May mean some candidates are put off from applying for jobs

Interviewers who ask idiosyncratic questions such as 'If you were an animal, what kind of animal would you be?' are

Perhaps more intelligent and insightful than interviewers who ask boring past-based questions

Possibly unaware of the significant body of evidence demonstrating the superiority of other types of interview questions

Likely to be making better hiring decisions than interviewers who ask more boring questions such as 'How much experience have you had of using spreadsheets?'

Probably less intelligent than interviewers who ask other question types that are more predictive of employee performance

Better hiring decisions

When hiring a receptionist, which of the following questions/requests to the interviewee would likely be predictive of subsequent job performance?

In hiring a chief financial officer, which of the following questions/requests would likely be most predictive of subsequent job performance?

'How much emotional intelligence do you believe you possess?' What kind of interview question is this?

Which of the following questions/requests in an interview is likely to be the most effective at predicting the future job performance of an accounts assistant?

A large accountancy firm that needs to recruit around 50 graduates every year

A small business that needs to hire only a handful of fairly junior employees every year

Creating an interview structure and training interviewers in its use

The fact that structured interviews are perceived as more difficult by candidates

Interviewers who ask idiosyncratic questions such as 'If you were an animal, what kind of animal would you be?' are

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