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Test Fundamentals of Competency Interviewing
Agenda
1st QUESTION: What is the fundamental objective of any selection interview according to the text?
Attempting to predict the candidate's future behavior
Relying on the interviewer's "intuition" and "instinct"
Evaluating the candidate's hypothetical responses
Determine if the candidate knows how to exaggerate his or her abilities
2nd QUESTION: What is the key premise of the competency-based interview?
The most reliable way to predict future performance is to analyze past behavior
Future performance is best predicted by hypothetical questions
Interviewer's "intuition" is the most valid tool
It is impossible to predict job performance
3rd QUESTION: How does the text define a "competency"?
As a unique personality trait, such as being empathetic
As a set of observable behaviors for executing a task
As the ability to respond well to hypothetical questions
As the ability to embellish true capabilities
QUESTION 4: What is the interviewer's job as the candidate narrates a past event in this methodology?
Actively listen to identify specific behaviors associated with the competency
Relying on your "gut" to know if the candidate is lying
Ask hypothetical questions about the situation
Interrupting the candidate if the story is too long
QUESTION 5: Compared to unstructured interviews, what has the competency-based methodology demonstrated?
Be significantly more valid and effective in predicting performance
Be less reliable because it is based on the past
Rely more on the interviewer's "gut" feeling
Easier to mislead with fabricated answers
QUESTION 6: Why is this approach (analyzing the past) better than asking hypothetical questions?
Because hypothetical questions reveal what the candidate actually did
Because it focuses on what the candidate actually did, not what he/she thinks he/she should do
Because hypothetical questions are easier to answer
Because this approach is based on "intuition"
QUESTION 7: According to the example, what behaviors demonstrate the "Planning and Organizing" competency?
Be empathetic and practice active listening
Expressing ideas clearly and being assertive
Determine goals, define milestones and follow up
Exaggerating capabilities and relying on instinct
8TH QUESTION: What is one problem with the traditional (unstructured) interview process mentioned in the text?
Focusing too much on past behavior
Is too structured and rigid
Defines competencies as observable behaviors
Interviewers rely too much on "intuition" or "instinct"
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