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Test Methodology for Completing the Assessment Guide
Agenda
QUESTION 1: What should the interviewer do in Phase 1 (Advance Preparation)?
Fill in the administrative data, competencies and the exact opening question
Record the evidence in Task (T), Action (A) and Result (R)
Use the back of the sheet with a coding system
Include personal opinions and value judgments
QUESTION 2: What should the interviewer record during the interview (Phase 2)?
Only your personal opinions and value judgments
The corresponding evidence in the Task (T), Action (A) and Result (R) boxes
The exact opening question for the "Situation" phase
Administrative data only (name, role, date)
QUESTION 3: Why does the design of the assessment guide often have limited spaces?
To force the interviewer to use the back of the sheet
To include personal opinions and subjective impressions
To force the interviewer to be concise and stay focused
To record only administrative information
QUESTION 4: What is the "Golden Rule of Recording" when filling out the guide?
A coding system such as "2-A" should be used on the reverse side
The opening question should be written for the "Situation" (S) phase
Maintain absolute objectivity, recording only factual evidence without personal opinions
Evidence should be recorded in Task, Action and Result
QUESTION 5: What should be done if the scores on a competency exceed the available space?
Use the back of the sheet using a coding system (e.g., "2-A")
Stop taking notes on that competency
Include a value judgment about the response
Record the evidence in the box for another competency
QUESTION 6: In pre-preparation (Phase 1), what should the interviewer write to ensure consistency?
Your personal opinions about the candidate's resume
The exact opening question for the "Situation" (S) phase of each competency
A summary of the expected answers in T, A and R
The coding system you will use on the reverse side (e.g., "2-A")
QUESTION 7: According to the text, what is strictly forbidden to include in the notes?
The evidence corresponding to Task (T), Action (A) and Result (R)
The opening question for the "Situation" phase (S)
Personal opinions, value judgments or subjective impressions
Administrative data such as date and candidate's name
8TH QUESTION: What is the ultimate goal of the evaluation guide, according to the text?
Create a factual, accurate and effective record of responses for comparison
Force the interviewer to use personal shorthand
Assist the interviewer in deflecting to irrelevant lines of questioning
Serve as a precise script for the "Situation" (S) phase
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