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Test Use of Interview Guides and Scorecards
Agenda
QUESTION 1: What is the main objective of the Interview Guide?
Forcing the interviewer to be concise in their notes
Assign the final score to each competency
Relying on the interviewer's intuition or bias
Keep the interviewer focused and "on the rails"
QUESTION 2: What is the main function of the Scorecard?
Describe specific steps and key questions to ask
Serve as a roadmap for the execution phase of the interview
Record the interviewer's name, date, and role
Ensuring objectivity and consistency in scoring candidates
QUESTION 3: According to the text, what is the most efficient approach to evaluation in practice?
Use a single combined document (Guide-Scorecard)
Avoid any one type of document to avoid bias
Use only an Interview Guide without scoring
Rely on standardized HR documents only
QUESTION 4: What two key tools were designed to document and score performance objectively?
The STAR model and the Basic Data section
Key competencies and the Scoring Key
Manager's intuition and HR bias
The Interview Guide and the Scorecard
QUESTION 5: In the anatomy of the combined tool, what is defined in the "Scoring Key"?
The interviewer's name, role and date
The note-taking fields following the STAR model
The rating scale (e.g. 1 to 5) and its meaning
The 3 or 4 key competencies to be assessed
QUESTION 6: What is the advantage of the condensed design (with limited spaces) of the Scorecard-Guide template?
Allows value judgments and subjective opinions to be recorded
Forces the interviewer to be concise and focus on relevant evidence
Ensures that the HR department cannot read the notes
Includes the opening question for the Situation (STAR)
QUESTION 7: What should be included in the "Body of Competencies" in the combined tool?
Final score and calculated total
Basic data such as the candidate's name
A table with the 3 or 4 key competencies to be assessed
The rating scale from 1 to 5
QUESTION 8: What is a good practice to include under each competency in the STAR structure of the template?
The final score of the previous candidate
The scoring key from 1 to 5
A space for the interviewer's intuition
The opening question (Situation) already written
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