Question

Dipboye's model of interviewer decision making implies which of the following? a. The interviewer controls what information is processed and how that information is processed during the interview. b. Pre-interview data are postulated to be incorrect and always detrimental to the evaluation of a candidate. c. The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview. d. The interviewer begins each interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.

Answer 1

Dipboye's model suggests that interviewers are influenced by their own biases and pre-interview information, not entering an interview in a neutral state.

Step-by-step explanation:

Dipboye's model of interviewer decision making implies that the interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview. Instead, it suggests that interviewers control what information is processed and how it is processed, and they may be influenced by pre-interview data and their own biases. Behavioral cues like body language, nonverbal communication, and the degree of similarity to the interviewer may also impact their decision making. Therefore, applicants must be aware of the nonverbal cues they project during an interview and the first impression they make, while employers should strive to minimize the influence of stereotypes and biases on their hiring decisions.

Answer 2

The interviewer does not begin the interview in a neutral state, reacting only to information presented and the behavior of the applicant in the interview.

Step-by-step explanation:

Robert Dipboye postulated that an interviewer should use both structured and unstructured interview method when interacting with a potential employee.

This aims to look beyond the job description and to get a better candidate as a fit for the role.

Structured interview uses a standard set of questions to evaluate a candidate, while unstructured interview allows the interviewer to ask questions aimed at getting information in regards to a skill or trait.

Using this method, the interviewer does not begin in a neutral state. But rather his reaction is based on the information presented by the candidate and his behaviour.