4. Describe each of the following types of interview questions and identity the intention behind each. a. Situation Interview b. Behaviour description interview c. Experience-based interview 5. Why is a structured employment interview likely to be more defensible than other types of employment interviews? 6. On what grounds could a Canadian employer justify the adverse impact of a selection procedure, test, or other measure? 7. What are the major differences between a competency-based selection system and one developed through job analysis? 8. What does it mean to have a test that is reliable? What does it mean to have a test that is valid? 9. What is the Big Five model of personality and what is its relationship to employment testing? (Be sure to explain the difference dimensions) 10. Why is organizational strategy important in recruitment? 11. Discuss the impact that current socio-economic conditions are having on recruitment and selection practices. 4. Describe each of the following types of interview questions and identity the intention behind each. a. Situation Interview b. Behaviour description interview c. Experience-based interview 5. Why is a structured employment interview likely to be more defensible than other types of employment interviews? 6. On what grounds could a Canadian employer justify the adverse impact of a selection procedure, test, or other measure? 7. What are the major differences between a competency-based selection system and one developed through job analysis? 8. What does it mean to have a test that is reliable? What does it mean to have a test that is valid? 9. What is the Big Five model of personality and what is its relationship to employment testing? (Be sure to explain the difference dimensions) 10. Why is organizational strategy important in recruitment? 11. Discuss the impact that current socio-economic conditions are having on recruitment and selection practices