Successful Interviewing: Techniques for Hiring, Coaching, and Performance Management Meetings

By Diane Arthur | Go to book overview

Post-test
Successful Interviewing: Techniques for Hiring, Coaching, and Performance Management MeetingsCourse Code 96016INSTRUCTIONS: Record your answers on one of the scannable answer forms enclosed with this course. Please follow the directions on the form carefully. Be sure to keep a copy of the completed answer forms for your records. No photocopies will be graded. When completed, mailyour answer form to:American Management Association Educational Services P.O. Box 359 Natick, MA 01760
1. While there is no sure-fire way of preventing charges of discrimination, one way of minimizing the chances is to:
a. tape-record every interview
b. make certain that every question asked is relevant and job-specific
c. have a witness present during every interview
d. have applicants sign a statement that promises they will not bring charges of discrimination
2. There are two primary reasons for conducting a coaching interview. The first is to praise and encourage an employee to continue doing good work. The second is to:
a. make certain the employee is happy so he or she won't file a grievance
b. demonstrate to your boss your management abilities
c. prevent a lawsuit
d. identify areas requiring improvement

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Successful Interviewing: Techniques for Hiring, Coaching, and Performance Management Meetings
Table of contents

Table of contents

  • Title Page iii
  • Contents v
  • About This Course ix
  • How to Take This Course xi
  • Pre-Test xiii
  • 1: Interviewing Basics 1
  • 2: Legal Concerns 31
  • 3: Questioning Techniques 61
  • 4: How to Get the Most Out of Every Interview 85
  • 5: Applicant-Related Interviews 109
  • 6: Employee-Related Interviews 133
  • 7: Assessment and Change-In-Status Interviews 153
  • 8: Dealing with Different Applicant Types 173
  • Bibliography 191
  • Post-Test 193
  • Index 199
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