Module 1 and 2 Interview

Which one of these questions are NOT amongst the top 4 questions interviewers use?

• What is your greatest strength?

• Tell me of a time when you had to handle an angry customer

• Tell me a little about yourself

• Where do you want to be in 5 years?

How does behavioural interviewing improve the odds of hiring success?

• It asks candidates about their behaviours

• It seeks to understand what a candidate will do in a hypothetical situation

• It restricts the questions on behaviours only

• It predicts future performance by asking about past performance

What is behavioural interviewing?

• A pattern of questions that helps in understanding candidates

• A structured way to design interview questions to ensure that the interviews are smooth running and will be useful for decision making

• An interview that seeks to improve employer branding amongst candidates and gain attraction for better candidates

• A systematic way to gather and evaluate information about what candidates have done in the past to show how they would handle future situations

Why should we use behavioural interviewing in our recruitment process? Pick an answer that is NOT CORRECT

• It focuses the questions on what the candidates will do in a given situation

• It is structured, with set questions that are delivered to every candidate, in the same wording, in the same order and scored in the same way

• It is objective, so it helps eliminate unintentional biases

• It is based on competencies and behaviors critical for success in a particular position

What are the 3 types of job competencies?

• Skills, Knowledge and Abilities

• Technical, Functional and Managerial Competencies

• Core, Functional and Leadership Competencies

• Critical, Optional and Marginal Competencies

What type of questions should you NOT have for behavioural interviewing?

• Questions directly related to competencies

• Questions on hypothetical situations

• Questions on past performance

• Open-ended questions

It is advised to create questions that can be answered with S.T.A.R. What is S.T.A.R.?

• Situation, Task, Action, Result

• Simple, Technical, Achievable, Repeatable

• Straight, Typical, Absolute, Reviewable

• Specific, Time-based, Actionable, Relevant

What are the tasks to be done in preparing for a recruitment?

• • - Review the resume
    - Do background search for the candidates
    - Ensure the availability of candidates for interview times

• • - Conduct Job Evaluation
    - Seek confirmation from subject-matter experts
    - Prepare the Job Description according to template

• • - Review the job advertisement
    - Dress appropriately

  • - Make sure to arrive on time

• • - Review the job description and required competencies.

  • - Familiarize yourself with the interview guide and questions.

  • - Assign roles if it’s a panel interview