Targeted Selection®: Interviewer Knowledge Check
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- 1.
The Targeted Selection process ends in a retain-reject decision.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The correct answer is b. False.
Your role as a Targeted Selection interviewer doesn’t end with the hiring decision.
Once the right candidate has accepted your job offer, you’ll use the data you
collected in the interview to help the person get off to a strong start in the new role.Rate this question:
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- 2.
Which of the following actions should you not do during the interview opening?
- A.
Greet the candidate.
- B.
Explain the purpose of the interview
- C.
Describe your plan for the interview
- D.
Take notes
- E.
Make a transition to the next part of the interview
Correct Answer
D. Take notesExplanation
The correct answer is d. Take notes.
There is no need for you to take notes as you open the interview, but you should
explain to the candidate that you will be taking notes during the rest of the interview.Rate this question:
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- 3.
What type of statement is this?“One time we had a minor quality problem with our product. It didn’t affectoverall quality, but it was noticeable. A rush order came in, and I had to decidewhether to send the defective product or wait for the next run and ship the orderlate. I decided to ship right away.”
- A.
Complete STAR
- B.
False STAR
- C.
Partial STAR
Correct Answer
C. Partial STARExplanation
The correct answer is c. Partial STAR.
This partial STAR needs a Result. It includes the Situation/Task (“One time . . . I
had to decide whether to . . . ship the order late.”) and the Action (“I decided to ship
right away.”)Rate this question:
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- 4.
What type of statement is this? “I set priorities for what I want to accomplish, but these priorities are often changed by top management. I also have to adjust to new bosses and new procedures while trying to keep up with ongoing projects.”
- A.
Complete STAR
- B.
False STAR
- C.
Partial STAR
- D.
None of the above
Correct Answer
B. False STARExplanation
The correct answer is b. False STAR.
This false STAR is vague. The statement speaks in generalities and does not
describe a specific situation or experience.Rate this question:
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- 5.
What type of statement is this?“One member of our work group went on medical leave for several months.There was no way to get a substitute, so we figured out ways to cover the work.We got through it OK. We didn’t miss one deadline.”
- A.
Complete STAR
- B.
False STAR
- C.
Partial STAR
- D.
None of the above
Correct Answer
C. Partial STARExplanation
The correct answer is c. Partial STAR.
This partial STAR is missing the Action. It includes the Situation/Task (“One
member of our work group went on medical leave . . . ways to cover the work.”) and
the Result (“We got through it OK. We didn’t miss one deadline.”).Rate this question:
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- 6.
What type of follow-up question is this?“Did you report the situation to your supervisor or just let it go?”
- A.
Behavioral
- B.
Theoretical
- C.
Leading
Correct Answer
C. LeadingExplanation
The correct answer is c. Leading question.
This leading question encourages an either/or answer, rather than a description of
what the candidate actually did.Rate this question:
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- 7.
What type of follow-up question is this?“How do you plan your day?”
- A.
Behavioral
- B.
Theoretical
- C.
Leading
Correct Answer
B. TheoreticalExplanation
The correct answer is b. Theoretical.
This question asks for general, theoretical actions—what the candidate usually does,
not what the candidate did in a particular situation.Rate this question:
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- 8.
What type of follow-up question is this?“Can you tell me about the most recent time that happened?”
- A.
Behavioral
- B.
Theoretical
- C.
Leading
Correct Answer
A. BehavioralExplanation
The correct answer is a. Behavioral.
This question is behavioral because it asks for a Situation/Task component and a
specific time when the candidate acted.Rate this question:
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- 9.
During the close of the interview, you would ask additional questions you think willhelp you clarify and complete your notes. What else would you do?
- A.
Provide your assigned information about the position, location, and organization, and ask if the candidate has any questions.
- B.
Check the candidate’s motivation for the job, organization, and location.
- C.
Explain the next steps in the selection process.
- D.
All of the above.
Correct Answer
D. All of the above.Explanation
The correct answer is d. All of the above.
During the close, share your assigned information, and give the candidate an
opportunity to ask questions (A). Also, check the candidate’s motivational fit (B),
explain the next steps in the process (C), and thank the candidate for a productive
interview.Rate this question:
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- 10.
You will uncover the most information about motivational fit when you are assigned the Motivational Fit target.
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The correct answer is b. False.
Because information about motivational fit can come out at any time during the
interview, always be prepared to follow up to get more data about motivation.
Motivational fit data typically can be collected during the Key Background Review,
when you are assigned the Motivational Fit target, when you are asking questions
under another target, and when you are closing the interview.Rate this question:
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- 11.
When you uncover a mismatch in motivational fit, you should rate the candidate 2 (less than acceptable) or 1 (much less than acceptable).
- A.
True
- B.
False
Correct Answer
B. FalseExplanation
The correct answer is b. False.
When you uncover a mismatch, you need to follow up to determine how strongly the
person feels about that aspect before you can make a judgment about motivational
fit. Just because a candidate is dissatisfied with one aspect of the job doesn’t mean
he or she will be completely dissatisfied with the job. It’s common for people to
dislike some aspects of their jobs, but if the job provides enough opportunities for
satisfaction and fulfillment to counterbalance what they don’t like, people will still
be productive and satisfied.Rate this question:
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- 12.
Creating a timetable can help you gather the information you need from the candidate in the time allotted. What else can you do to manage the interview?
- A.
Make procedural suggestions.
- B.
Listen and respond with empathy.
- C.
Prepare planned behavioral questions.
- D.
All of the above.
- E.
A and C only.
Correct Answer
E. A and C only.Explanation
The correct answer is e. A and C only.
Manage time by telling the candidate how you want to conduct the interview, how
you want him or her to respond, or what areas you want to cover (A). Also, prepare
planned behavioral questions (C)—determine which questions you’ll ask and in what
order. You would use Empathy (B) to build rapport with the candidate.Rate this question:
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- 13.
How would you rate the Decision Making target if you had one STAR, and in that example the candidate’s use of key actions met the criteria for successful job performance?
- A.
N
- B.
2
- C.
3
- D.
3I
- E.
5H
Correct Answer
D. 3IExplanation
The correct answer is d. 3I.
The example meets the criteria for successful job performance (3), but the rating is
based on only one STAR, which is less behavioral information than you would like.Rate this question:
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- 14.
How would you rate a target when the candidate’s use of key actions met the criteria for successful job performance and the STARs were similar to the job, recent, and had high impact?
- A.
4
- B.
2
- C.
3
- D.
3I
- E.
5H
Correct Answer
C. 3Explanation
The correct answer is c. 3.
The candidate would be acceptable in this target because the examples meet the
criteria for successful job performance and have significant weight.Rate this question:
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- 15.
The real power of data integration is in the conversation and the sharing of perspectives.
- A.
True
- B.
False
Correct Answer
A. TrueExplanation
The correct answer is a. True.
A data integration discussion, even if you are the only interviewer and the discussion
is just with your manager, will significantly improve the quality of your hiring
decision. The combined data becomes more than just a sum of the parts; it provides
information that allows you to identify trends and patterns that you might otherwise
miss. The result is an overall profile of the candidate that you can use to accurately
and fairly predict performance in the target job.Rate this question:
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Current Version
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Mar 22, 2023Quiz Edited by
ProProfs Editorial Team -
Oct 17, 2014Quiz Created by
Scherezade
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