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Questions:
1. a free-flowing unstructured interview procedure is a better way of assessing the overall quality of a candidate than is a structured interview with standardized questions.
2. many popular interview questions such as "What are your strengths and weaknesses?" have very low or nonexistent predictive validity.
3. interview questions can have good predictive validity, but only if the interviewer knows a great deal about the candidate beforehand.
4. interview questions are essentially a projective test, so one question is as good as any other, when it comes to predictive validity.
5. interview questions are very good at eliciting valid information about "will-do" factors, but very weak at eliciting valid information about "can-do" factors.
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Did the ethical assessment foster any change in your understanding of the cost of doing business? If so, how? If not, why?
1. Explain how leadership functions in management and give examples of how to lead employees.
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