Cpsc-behavioral Interviewing For Supervisors Pre-assessment

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| By Lareuben
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Lareuben
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  • 1/5 Questions

    Good sources for narrowing behavioral competency requirements include:

    • Position descriptions
    • Supervisor interviews
    • Organizational mission, vision, values
    • All of the above
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Cpsc-behavioral Interviewing For Supervisors Pre-assessment - Quiz

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  • 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

    Correct Answer
    A. Behavioral competencies are assessed by asking the right questions
    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.

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  • 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

    Correct Answer
    A. Four to Six
    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.

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  • 4. 

    An example of a behavioral competency is:

    • Conflict management

    • Proficiency in data management

    • Public speaking

    • All of the above

    Correct Answer
    A. Conflict management
    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.

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  • 5. 

    What's the biggest obstacle you face when conducting a behavioral interview?

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  • Current Version
  • Jan 19, 2023
    Quiz Edited by
    ProProfs Editorial Team
  • Oct 26, 2009
    Quiz Created by
    Lareuben
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