Onlinecourses55 - Start page
Home
LOGIN
REGISTER
LOGIN
REGISTER
Seeker
Test Scoring Methods: Simple vs Weighted
Agenda
QUESTION 1: What is the essential step after completing the interview and filling out the evaluation guide with objective scores?
Assign a numerical score to the candidate's performance
Compare scores with other interviewers
Relying on "feelings" about the candidate
Decide which competency was the most important
QUESTION 2: What do both the simple and weighted scoring methods depend on?
From the total number of competencies evaluated
From the percentage weight assigned to each competency
From a predefined "Scoring Key" (e.g. from 1 to 5)
The final score of the best candidate of the group
3rd QUESTION: What does "Method 1: Simple Scoring" consist of?
In assigning a weight (percentage) to each competency
In multiplying the score of each competency by its weight
Adding the scores and dividing by the number of competencies (average)
Selecting the competency with the highest score
QUESTION 4: When is "Method 2: Weighted Scoring" used?
When the interviewer wants an easier and more direct calculation
When the candidate obtains very similar scores in all areas
When you want to eliminate the "Scoring Key"
When not all competencies are equally important to the position
QUESTION 5: In the weighted method, what characteristics should the "weights" or percentages assigned to the competencies have?
The total of the weights should add up to 100% (or 1.0)
The weight of the lowest competency should be 0%
All weights must be identical
The weight must be equal to the score (e.g., 3 points = 30% weight)
6th QUESTION: How is the final score calculated in the weighted method?
Adding the weights (percentages) and dividing by the scores
Multiplying the score of each competition by its weight, and then adding those "adjusted scores"
Averaging the weights and averaging the scores separately
Giving the highest score for the most important competency
7th QUESTION: In the example in the text, why was the weighted score (3.5) lower than the simple score (4.0)?
Because the candidate was better than the single score indicated
Because the interviewer made an error in the simple calculation
Because the candidate scored low (3) on the most important competency (the 60% weight)
Because the "Communication" competency (5 points) was weighted too high (0.1)
QUESTION 8: What is the "discipline" the interviewer should maintain when using scoring?
Ignore the numerical results if they do not match your "feelings"
Adjust the weights (percentages) after seeing the result to favor the desired candidate
Always use the simple method because it is easier
Rely on numerical results (data) over "feelings" or "tastes" to eliminate bias
Send
This test is only available to students who have purchased the course
INCORRECT QUESTIONS
Previous
Next
Are there any errors or improvements?
Where is the error?
What is the error?
Send
Search
Popular searches
Nutrition
Coaching
Psychology
Wellness
