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Test Practical Exercise: Error Detection (Case Analysis)
Agenda
QUESTION 1: What is the strategic objective of asking what a candidate "dislikes least"?
Check to see if those demotivating factors will be present in the new position
Identify if the candidate is a negative person
Know what kind of accomplishments or environments motivate him/her
Understand what he/she liked most about his/her previous job
QUESTION 2: What are the two key probing tools for drilling down into superficial responses?
What made you feel satisfied?" and "What did you like?"
What exactly...?" and "Why...?"
Do you like to travel?" and "Do you prefer to work alone?"
What was the administrative burden?" and "Did you design the material?"
QUESTION 3: Why is it critical not to stick with a candidate's superficial response about his or her motivators?
Because superficial answers are usually false
Because the candidate always hides his or her true motivators
Because initial responses are often superficial and should be probed
Because only superficial answers indicate motivational fit
QUESTION 4: What three key questions are used to initiate the exploration of motivational compatibility?
About administrative burden, material design and travel
About independent work, analysis and problem solving
On whether they prefer to travel, design sheets or organize groups
On satisfaction ("very satisfied"), likes ("most liked") and dislikes ("least liked")
QUESTION 5: In the case study, what did the interviewer discover when probing the response about "giving trainings"?
That the real problem was the administrative burden, design and travel, not the training itself
That the candidate absolutely hated public speaking
That the candidate preferred to travel three times a month
That the candidate was an expert in logistics and sheet design
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