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Test Managing Inappropriate Responses (Nervousness, Generalizations, [We] vs [I])
Agenda
QUESTION 1: What is one of the most frequent problems in candidates' answers?
That they do not understand the STAR methodology
That they use "we" (plural) instead of "I" (individual)
They ask for a second example
They have too much work experience
2nd QUESTION: What is one of the best strategies to mitigate the candidate's nervousness?
Ask more difficult questions at the beginning
Ignoring nervousness and moving on
Briefly explain the process (e.g. STAR) before beginning
Ask them to use academic examples
QUESTION 3: What should the interviewer do if the candidate gives general or hypothetical answers (e.g., "what should be done")?
Accept the answer if it is logically correct
Switch to a different competency question
Allow the candidate to switch to another example
Redirect the response to focus on specific past actions
QUESTION 4: What key question should the interviewer use to manage the use of "we"?
What was your specific contribution? What exactly did you do?
Can you give me an example of an academic project?
Why are you using a team example?
Did you understand the STAR methodology?
QUESTION 5: If a young candidate lacks work examples, what should the interviewer do?
End the interview immediately
Encourage you to use examples of volunteer or academic projects
Assume you are not suitable for the position
Ask only hypothetical questions
QUESTION 6: What should you do if a candidate realizes mid-answer that he or she is not a good example and becomes frustrated?
Make a note that the candidate does not know how to handle pressure
Interrupt and move on to the next competency
Assure him/her that he/she can switch to a different example
Ask him/her to finish the example anyway
QUESTION 7: What is the rule of thumb if a candidate's first response to a competency is weak?
Discard the candidate for that competency
Assume that the candidate misunderstood the question
Ask him/her what he/she would do in a hypothetical situation
Give him/her a second chance by asking for another example
8th QUESTION: According to the text, what might a candidate who uses "we" unconsciously be hiding?
That he/she had very little actual participation in the example
That he/she is a great team leader
That he/she is nervous about the interview
He didn't understand the question
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