In a job interview, there is information asymmetry between the interviewer and the candidate. The candidate inherently knows more about their own background and qualifications than the interviewer does. To address this, the interviewer can ask questions to learn more about the candidate's work history, education, skills, and goals. They can also make an assessment based on basic information provided, like academic credentials. If a candidate deliberately withholds important details, the interviewer may choose not to hire them. However, the interviewer should not immediately reject a candidate if they are missing some information, as there could be a reasonable explanation.

1. 1. The situation in which an individual is interviewing for a job
also exhibits information asymmetry. Explain why. How does
the relatively poorly informed party deal with this?
In the situation in which an individual is interviewing for a job
exhibits information asymmetry, the interviewer is the party
with less information, while the person who comes to the
interview is the party with more information. This may be
because the candidate who came to the interview did not
provide sufficient information. But when this happens, I think
the interviewer cannot completely abandon the candidate,
because it is very likely that the candidate has some difficulties
or forgot to provide this information. For interviewers, I think
they can learn about candidates by asking or chatting, such as
their job wishes, experience, and future plans. They can also
judge whether a candidate meets their requirements by knowing
some basic information, such as academic qualifications. If
there is a deliberate concealment of information, the candidate
can be abandoned.
Samantha Kim
Mod 4 Discussion
COLLAPSE
Top of Form
The situation in which an individual is interviewing for a job
also exhibits information asymmetry. Explain why. How does
the relatively poorly informed party deal with this?
The situation where an individual is interviewing for a job is an
example of information asymmetry because the interviewer has
to depend on the information given by the individual in order to
come to a conclusion about the potential candidate. The
candidate has more information about themselves than does the
interviewer, and given this advantage can retain potential flaws

2. which could hurt their chances at receiving the position.
Another reason could be that the worker could exaggerate some
of their traits as well as their willingness to work after
receiving an offer for the job. The interviewer in this situation
can look at other factors such as education and grades to assess
the candidate's work ethic and ability to perform.
Bottom of Form
Needed 175 words Initial Post for each of the discussion and
two replies of 60 words for each discussion.
Mod 1 Discussion
Distinguish between cost-benefit analysis (CBA) and cost
effectiveness analysis (CEA). Can CEA replace CBA in all
cases? If not, why not?
Mod 2 Discussion
Someone says the following: “Lifestyle may be the most
important determinant of health status, but changing lifestyles
may not be the least costly way to improve population health
status.” Explain the circumstances under which this opinion
could be true. What does the evidence on lifestyle suggest about
government policies to improve the public’s overall health?
Mod 3 Discussion
The situation in which an individual is interviewing for a job
also exhibits information asymmetry. Explain why. How does
the relatively poorly informed party deal with this?