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Questions and Answers
What is a key feature of a structured interview?
What is a key feature of a structured interview?
What is the primary purpose of cognitive ability tests?
What is the primary purpose of cognitive ability tests?
What is a primary difference between structured and unstructured interviews?
What is a primary difference between structured and unstructured interviews?
Which activity is recommended to be done before the interview begins?
Which activity is recommended to be done before the interview begins?
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Which type of test is used to evaluate a candidate's potential to learn in a specific area?
Which type of test is used to evaluate a candidate's potential to learn in a specific area?
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What is the selection accuracy of structured interviews as stated in the content?
What is the selection accuracy of structured interviews as stated in the content?
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What type of test measures an individual's preference for a potential career change?
What type of test measures an individual's preference for a potential career change?
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Which assessment method involves candidates responding to memos and reports under time constraints?
Which assessment method involves candidates responding to memos and reports under time constraints?
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Which type of test measures physical capabilities such as strength and speed?
Which type of test measures physical capabilities such as strength and speed?
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Which of the following tests evaluates a candidate's current job knowledge and technical expertise?
Which of the following tests evaluates a candidate's current job knowledge and technical expertise?
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What type of interview focuses on hypothetical incidents?
What type of interview focuses on hypothetical incidents?
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What component of the selection process is critical for evaluating if a candidate is a good match for a job vacancy?
What component of the selection process is critical for evaluating if a candidate is a good match for a job vacancy?
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Which type of interview is characterized by its use of open-ended questions?
Which type of interview is characterized by its use of open-ended questions?
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In management assessment centers, what does a leaderless group discussion primarily measure?
In management assessment centers, what does a leaderless group discussion primarily measure?
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What is the primary evaluation method used in structured interviews?
What is the primary evaluation method used in structured interviews?
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During the interview, what is important to convey to the candidate?
During the interview, what is important to convey to the candidate?
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What is the primary purpose of the selection process in employment?
What is the primary purpose of the selection process in employment?
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Which of the following is NOT a step in the selection process?
Which of the following is NOT a step in the selection process?
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What information is most crucial during the preliminary interview?
What information is most crucial during the preliminary interview?
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Which criterion is essential for filtering and screening job candidates?
Which criterion is essential for filtering and screening job candidates?
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What was the outcome of Stuart's late arrival at the event?
What was the outcome of Stuart's late arrival at the event?
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Which of the following is a key purpose of pre-employment tests?
Which of the following is a key purpose of pre-employment tests?
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What does the application form help to determine regarding candidates?
What does the application form help to determine regarding candidates?
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What is one essential skill for interviewers mentioned in the ground rules?
What is one essential skill for interviewers mentioned in the ground rules?
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In the scenario provided, what was the result of Susan's presentation at the event?
In the scenario provided, what was the result of Susan's presentation at the event?
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What key action did the project manager take to meet the challenge of the tight deadline?
What key action did the project manager take to meet the challenge of the tight deadline?
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How did the team adapt to the situation during the event?
How did the team adapt to the situation during the event?
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During the screening interview, which of these factors is NOT typically assessed?
During the screening interview, which of these factors is NOT typically assessed?
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What approach to managing calls is suggested to maintain customer service quality?
What approach to managing calls is suggested to maintain customer service quality?
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Which factor is considered a personal characteristic in the selection criteria?
Which factor is considered a personal characteristic in the selection criteria?
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What was the primary goal of the project manager in the FMCG factory example?
What was the primary goal of the project manager in the FMCG factory example?
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What is a key aspect of the Funnel Technique when conducting an interview?
What is a key aspect of the Funnel Technique when conducting an interview?
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Which of the following best describes a traditional interview question?
Which of the following best describes a traditional interview question?
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What common factor is emphasized in competency-based interviews?
What common factor is emphasized in competency-based interviews?
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One of the challenges in conducting interviews is avoiding which of the following?
One of the challenges in conducting interviews is avoiding which of the following?
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Which of the following probing questions relates to employee management?
Which of the following probing questions relates to employee management?
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What should interviewers focus on while establishing rapport with candidates?
What should interviewers focus on while establishing rapport with candidates?
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Which of the following is a common traditional interview question?
Which of the following is a common traditional interview question?
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According to the ground rules for employment interviews, what percentage of the time should the interviewer ideally listen?
According to the ground rules for employment interviews, what percentage of the time should the interviewer ideally listen?
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What factor carries the highest weight when interviewers consider hiring a candidate?
What factor carries the highest weight when interviewers consider hiring a candidate?
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Study Notes
Selection
- The process of selecting job candidates, based on relevant qualifications and experience, to ensure hiring the most suitable candidate to fill existing or projected job openings.
Steps of the Selection Process
- Preliminary Interview
- Selection Tests
- Employment Interview
- Reference & Background Check
- Selection Decision
- Medical Examination
- Job Offer
- Employment Contract
- Evaluation
Selection Criteria
- Formal Education: Degree, certifications, and training should be relevant to the job.
- Experience and Past Performance: Previous experience should be relevant to the job requirements and the industry.
- Personal Characteristics: Physical abilities, age, and gender are factors that may be considered depending on the job and legal regulations.
Application Form
- Determines if the candidate's knowledge, skills, and abilities (KSAs) are related to the job.
- Indicates the candidate's employment stability.
- Predicts suitable candidates.
- The candidate agrees to reference checks.
Screening Interview
- A brief, investigative interview conducted by HR to filter out unqualified candidates based on criteria like education, experience, accomplishments, previous employer, availability, language, appearance, and knowledge of the company.
Pre-employment Tests
- Measure knowledge, skills, abilities, and personality traits.
Types of Tests
- Cognitive Ability Tests: Evaluate general mental abilities like reasoning, problem-solving, and logic.
- Aptitude Tests: Assess a candidate's potential to learn and acquire new skills in a specific area.
- Job Knowledge/Achievement Tests: Evaluate the candidate's current knowledge and technical expertise for the job.
- Personality Tests: Measure individual personality traits and work styles.
- Interests Tests: Determine a person's interest in a particular job or career path.
- Physical Ability Tests: Evaluate physical capabilities like strength, balance, speed, and eyesight.
Management Assessment Centers
- Role Plays: Assess interpersonal and problem-solving skills by simulating real-life situations.
- In-Basket/Tray Exercises: Evaluate decision-making and problem-solving abilities by presenting candidates with real-world workplace scenarios.
- Leaderless Group Discussion: Assess leadership, teamwork, negotiation, and problem-solving skills in a group setting.
- Video-Based Situational Testing: Presents candidates with video scenarios followed by multiple-choice questions to measure their response strategies.
- Individual Presentations: Evaluate communication, presentation, and public speaking skills.
Employment/Selection Interview
- Considered the most crucial part of the selection process, the interview evaluates the candidate's match for the job vacancy, conducted by HR and/or the line manager.
Conducting an Effective Interview
- Before the Interview: Secure a private room, review the candidate's application and resume, and familiarize yourself with the job description and specifications.
- During the Interview: Establish rapport, introduce yourself and the company, follow a structured set of questions, invite the candidate to ask questions, and inform the candidate about the next steps.
- After the Interview: Review the interview report, write your evaluation and recommendation for the next stage.
Interview Format/Structure
- Structured Interview: Follows a pre-prepared set of questions with a universal rating scale, uses open-ended questions, and assesses answers against pre-decided criteria. More objective and systematic.
- Unstructured or Normal Interview: Uses more spontaneous questioning, a more relaxed atmosphere, and is judged based on general impression. More subjective.
Structured vs. Unstructured Interview
- Research suggests that structured interviews, where all candidates are asked the same questions, have a higher selection accuracy than unstructured interviews.
Interview Content
- Situational Interview: Presents a hypothetical incident and asks the candidate how they would respond.
- Competency-Based/Behavioral Interview (CBI): Focuses on past experiences, skills, and behaviors relevant to the job.
- Job-Related Interview: Emphasizes relevant past job experiences, skills, and behaviors.
Probing Questions
- To gain deeper insight, interviewers use probing questions to understand the reasoning and details behind the candidate's actions and decisions.
Useful Questioning Techniques
- The Funnel Technique: Uses a range of open-ended, probing, closed, and clarifying questions to guide the interview.
Traditional Interview Questions
- Common interview questions focus on personal introduction, knowledge of the company and the job, strengths, weaknesses, career goals, and salary expectations.
Ground Rules for Employment Interviews
- Interviewer Responsibilities: Active listening, effective questioning, objectivity, and following structured interview techniques.
- 80/20 Rule: Interviewer listens 80% of the time while the candidate talks 20%.
- Key Interviewer Skills: Understanding the job, establishing an interview plan, building rapport, active listening, effective questioning, avoiding biases, controlling the interview flow, and standardizing questions.
Factors Interviewers Consider When Hiring
- Work experience, first impression, education, qualifications, and references are key factors considered during the hiring process.
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Description
This quiz covers the essential steps and criteria involved in the job selection process. Participants will learn about various factors that influence hiring decisions, including preliminary interviews, selection tests, and evaluation criteria. Test your knowledge on how organizations determine the best candidates for job openings.
