Onlinecourses55 - Start page
Home
LOGIN
REGISTER
LOGIN
REGISTER
Seeker
Test Strategic Verification of References
Agenda
QUESTION 1: What is the common error in checking references, according to the text?
Skip the call altogether
Make it perfunctory, only confirming basic information
Send the job ad by email
Ask for onboarding advice
2nd QUESTION: What should be emailed to the reference prior to the call to give context?
The candidate's resume
STAR interview guide
The job ad the candidate is applying for
A summary of the candidate's responses
3rd QUESTION: What is the strategic technique of reference checking?
Doing a "mini-behavioral interview" asking for recall of Tasks, Actions and Results
In asking only about dates of employment and role
In looking for an exact match, word-for-word, with the candidate's history
In focusing only on the key onboarding question
QUESTION 4: When analyzing the results of the "mini-interview", what should you look for?
An exact, word-for-word match
Errors in the reference memory to rule out the candidate
Overall consistency and "basic fit" between stories
Confirming that the former boss was aware of all contributions
QUESTION 5: Why is it crucial to take the benchmark results "with a grain of salt" (with caution)?
Because the reference always exaggerates the candidate's accomplishments
Because the reference's memory may be different or not remember the event
Because the candidate has already been hired internally
Because the reference has not reviewed the job posting
QUESTION 6: What is the final key question to ask to facilitate onboarding?
Was the candidate punctual?
Why did the candidate leave your company?
Would you hire this person again?
What advice do you have for me to get the best possible performance from him/her?
7TH QUESTION: Where should the reference's answers ideally be recorded during the "mini-interview"?
In an email to send to the candidate
No need to record them, just listen to them
On a napkin to discard later
On a copy of the same interview guide and scorecard used with the candidate
8th QUESTION: Why is preparation key (be concise and send the job ad)?
Because the person giving the reference is doing a favor and their time must be respected
Because the law requires the job advert to be sent out
So that the reference can prepare a false story
To confirm that the reference knows how to use e-mail
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
