Cpsc-behavioral Interviewing For Supervisors Pre-assessment

1. Good sources for narrowing behavioral competency requirements include:

Position descriptions

Supervisor interviews

Organizational mission, vision, values

All of the above

The correct answer is "All of the above" because position descriptions provide specific information about the behavioral competencies required for a particular job. Supervisor interviews allow for direct communication with the person who understands the job requirements and can provide insights into the necessary behavioral competencies. Organizational mission, vision, and values reflect the overall goals and culture of the organization, which can help determine the behavioral competencies that align with those goals. Therefore, all of these sources can be used to narrow down the behavioral competency requirements.

Explanation

The correct answer is "All of the above" because position descriptions provide specific information about the behavioral competencies required for a particular job. Supervisor interviews allow for direct communication with the person who understands the job requirements and can provide insights into the necessary behavioral competencies. Organizational mission, vision, and values reflect the overall goals and culture of the organization, which can help determine the behavioral competencies that align with those goals. Therefore, all of these sources can be used to narrow down the behavioral competency requirements.

2. A behavioral interview differs from a traditional interview because:

All the questions are the same for each candidate

Technical skills are assessed by asking the right questions

Behavioral competencies are assessed by asking the right questions

Behavioral interviews are not really different from traditional interviews

In a traditional interview, the focus is mainly on assessing technical skills and qualifications of the candidates. However, in a behavioral interview, the emphasis is on evaluating the candidate's behavioral competencies. This means that the interviewer asks questions that require the candidate to provide specific examples of past behaviors and experiences in order to assess their skills, abilities, and fit for the role. Therefore, the correct answer states that behavioral competencies are assessed by asking the right questions, highlighting the key difference between a behavioral interview and a traditional interview.

Explanation

In a traditional interview, the focus is mainly on assessing technical skills and qualifications of the candidates. However, in a behavioral interview, the emphasis is on evaluating the candidate's behavioral competencies. This means that the interviewer asks questions that require the candidate to provide specific examples of past behaviors and experiences in order to assess their skills, abilities, and fit for the role. Therefore, the correct answer states that behavioral competencies are assessed by asking the right questions, highlighting the key difference between a behavioral interview and a traditional interview.

3. When developing behavioral interview questions, what number of behavioral competencies is ideal?

As many as possible

Twelve

Four to Six

None of the above

The ideal number of behavioral competencies when developing behavioral interview questions is four to six. This range allows for a comprehensive evaluation of a candidate's skills and abilities without overwhelming the interview process. Having too many competencies can make the interview lengthy and unfocused, while having too few may not provide enough information to make an informed decision. Therefore, four to six competencies strike a balance between thoroughness and efficiency in assessing a candidate's suitability for the role.

Explanation

The ideal number of behavioral competencies when developing behavioral interview questions is four to six. This range allows for a comprehensive evaluation of a candidate's skills and abilities without overwhelming the interview process. Having too many competencies can make the interview lengthy and unfocused, while having too few may not provide enough information to make an informed decision. Therefore, four to six competencies strike a balance between thoroughness and efficiency in assessing a candidate's suitability for the role.

4. An example of a behavioral competency is:

Conflict management

Proficiency in data management

Public speaking

All of the above

Conflict management is considered a behavioral competency because it involves the ability to effectively handle and resolve conflicts that may arise in a professional setting. This competency requires individuals to demonstrate skills such as active listening, empathy, problem-solving, and negotiation. Being able to effectively manage conflicts is crucial for maintaining positive working relationships, promoting teamwork, and achieving organizational goals.

Explanation

Conflict management is considered a behavioral competency because it involves the ability to effectively handle and resolve conflicts that may arise in a professional setting. This competency requires individuals to demonstrate skills such as active listening, empathy, problem-solving, and negotiation. Being able to effectively manage conflicts is crucial for maintaining positive working relationships, promoting teamwork, and achieving organizational goals.