81) The Web serves as a tool for many firms who need to save money when conducting selection interviews.
82) Computer-aided interviews are primarily used to administer and score essay questions.
83) First impressions created from a candidate's application forms or personal appearance rarely affect interviewer ratings of candidates because of EEO laws.
84) Candidates who make an initial bad impression on an interviewer are typically able to reverse the situation if they close the interview in a strong manner.
85) Employers typically base decisions on false impressions and stereotypes when they fail to clarify in advance what traits and knowledge are necessary for a specific job.
86) Interviewers tend to be more influenced by unfavorable than favorable information about a candidate.
87) Interviewers tend to rate candidates who promote themselves and use impression management tactics more poorly on candidate-job fit.
88) When interviewing disabled people, interviewers tend to avoid directly addressing the disability, which limits an interviewer's opportunity to adequately determine whether or not a candidate can perform the job.
89) According to EEOC guidelines, an interviewer must limit his or her questions to whether an applicant has any physical or mental impairment that may interfere with his or her ability to perform the job's essential tasks.
90) The EEOC uses testers who apply for employment which they do not intend to accept for the purpose of uncovering unlawful discriminatory hiring practices.