Question

Lexie, a marketing manager, regularly interviews candidates for her team. Because Lexie is a people person and her department is built on teamwork, when she interviews candidates for a job, she tries to get to know the candidates as people. She always begins by saying "Tell me about yourself and based on what the candidate says she lets the conversation unfold for 30 to 60 minutes. How does this approach imit Lexie's effectiveness as an interviewer? a. By using this structured approach, she avoids asking the wrong questions. b. By always starting with the same question, she limits the creativity of the candidates. c. The wide latitude of these nondirective interviews can result in low reliability and often poor validity. d. Her method is a panel interview, which has a low validity for a department built on teamwork e. This type of behavior description interview is too focused on behaviors, rather than teamwork.

Answer 1

Answer:

c. The wide latitude of these nondirective interviews can result in low reliability and often poor validity.

Explanation:

Lexie likes to do interviews, to candidates who apply for a job at her company, with indirect questions. She starts the interview, asking the candidate to talk about himself.

This question can be a bit of a question to ask in a job interview. This is because there is a huge range of possible answers for this, and the result can be generic or fanciful responses that do not reveal real things about the candidate, in addition to not showing how efficient he would be for the company.