Selecting Talent Webinar Training - Final Assessment | Attempts: 346

2.

In general, the TA team sends the Caliper assessment to a candidate:

After the resume review in preparation for the phone screen
Before the hiring manager conducts a phone interview with the candidate
After the hiring manager phone interview, and before the on-site interview
After the on-site interview

Correct Answer

A. After the hiring manager phone interview, and before the on-site interview

Explanation

The Caliper assessment is sent to the candidate after the hiring manager phone interview and before the on-site interview. This suggests that the purpose of the assessment is to further evaluate the candidate's suitability for the position after they have passed the initial phone interview. It allows the company to gather more information about the candidate's skills, abilities, and personality traits before making a final decision on whether to proceed with the on-site interview.

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3.

Potential resume “red flags” are:

Employment gaps
Measurable accomplishments
Forward career progression
Credentials such as certificates and licenses

Correct Answer

A. Employment gaps

Explanation

Employment gaps can be considered as potential resume "red flags" because they may raise questions about the candidate's reliability, consistency, and ability to stay committed to a job. Employers often prefer candidates with a consistent work history, as it indicates their dedication and reliability. Employment gaps can also be seen as a lack of experience or skills development during that period. Therefore, it is important for candidates to address any employment gaps in their resume and provide a valid explanation for them.

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4.

The Caliper Profile is:

A timed assessment with all ‘right or wrong’ answers
A scientific instrument that measures natural tendencies
A scientific instrument that tells you how someone ‘will’ behave on the job
The “gate keeper” to the interview

Correct Answer

A. A scientific instrument that measures natural tendencies

Explanation

The Caliper Profile is a scientific instrument that measures natural tendencies. It is not a timed assessment with all 'right or wrong' answers, nor does it predict how someone will behave on the job. The Caliper Profile is used to assess an individual's natural strengths, motivations, and potential areas for development, providing insights into their personality traits and preferences. It is often used in hiring and talent management processes to help organizations make informed decisions about candidates and employees.

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5.

The refreshed Caliper report includes:

A new assessment that candidates will take
A numerical job recommendation coding system
A narrative management profile report
All of the above

Correct Answer

A. A numerical job recommendation coding system

Explanation

The refreshed Caliper report includes a numerical job recommendation coding system. This coding system is likely designed to provide numerical ratings or scores for job recommendations based on various criteria. This system can help employers or recruiters quickly assess and compare candidates for job positions. It adds a quantitative aspect to the assessment process, allowing for more objective evaluations and decision-making.

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6.

Which of the following is ‘not’ considered an “Interpersonal Trait?”

Sociability
Empathy
Accommodation
Abstract Reasoning

Correct Answer

A. Abstract Reasoning

Explanation

Abstract reasoning is not considered an interpersonal trait because it refers to the ability to think logically and analytically, to solve problems, and to understand complex concepts. Interpersonal traits, on the other hand, are related to how individuals interact and communicate with others, such as sociability, empathy, and accommodation. These traits involve understanding and responding to the emotions and needs of others, as well as being adaptable and cooperative in social situations. Abstract reasoning is more closely associated with cognitive abilities rather than interpersonal skills.

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7.

Which of the following is considered a “Leadership trait?”

Assertiveness
Thoroughness
Internal Structure
Gregariousness

Correct Answer

A. Assertiveness

Explanation

Assertiveness is considered a "Leadership trait" because it refers to the ability to confidently express one's opinions, ideas, and needs while respecting the rights and opinions of others. A leader needs to be assertive in order to effectively communicate their vision, make decisions, and motivate their team. Assertiveness helps leaders establish authority, gain respect, and inspire others to follow their lead. It is an important trait for leaders to possess as it enables them to navigate challenging situations, negotiate conflicts, and drive positive change within an organization.

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8.

Your role as the interviewer should be to:

Accept phone calls and check your e-mail to see how the candidate manages interruptions
Interrogate the candidate so you can see how they manage stress
Do 80% of the talking and 20% of the listening
Make decisions based on candidates’ qualifications

Correct Answer

A. Make decisions based on candidates’ qualifications

Explanation

The correct answer is to make decisions based on candidates' qualifications. The role of the interviewer is to evaluate the candidate's qualifications and suitability for the position. Accepting phone calls and checking emails, interrogating the candidate, and doing most of the talking are not the primary responsibilities of an interviewer. These activities may be distractions or may not provide relevant information about the candidate's qualifications.

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9.

Behavioral based interviewing looks for answers to your questions by using the STAR model which stands for the following:

Sell, task, action, result
Situation, task, action, result
Situation, tell, action, result
Sell, task, action, repeat

Correct Answer

A. Situation, task, action, result

Explanation

Behavioral based interviewing is a technique that focuses on gathering information about a candidate's past behavior in order to predict their future performance. The STAR model is a commonly used framework in behavioral based interviews. It stands for Situation, Task, Action, and Result. This model helps the interviewer understand the specific situation the candidate faced, the task or challenge they were given, the action they took to address the situation, and the result or outcome of their actions. By using this model, interviewers can assess a candidate's problem-solving skills, decision-making abilities, and their ability to achieve positive results in different situations.

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10.

Leprino’s best practice for reference checking is for:

The TA Specialist to call references
The hiring manager to personally call references
The candidate to have references complete a form and submit to the recruiter
The department administrative assistance to complete references

Correct Answer

A. The hiring manager to personally call references

Explanation

The best practice for reference checking at Leprino is for the hiring manager to personally call references. This allows the hiring manager to have direct communication with the references and gather more detailed information about the candidate's qualifications, skills, and work ethic. It also allows for a more personalized and in-depth conversation, which can provide valuable insights into the candidate's suitability for the role.

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Selecting Talent Webinar Training - Final Assessment

In addition to having an up-to-date job description, other important areas that can impact job fit are:

Quiz Preview

In general, the TA team sends the Caliper assessment to a candidate:

Potential resume “red flags” are:

The Caliper Profile is:

The refreshed Caliper report includes:

Which of the following is ‘not’ considered an “Interpersonal Trait?”

Which of the following is considered a “Leadership trait?”

Your role as the interviewer should be to:

Behavioral based interviewing looks for answers to your questions by using the STAR model which stands for the following:

Leprino’s best practice for reference checking is for: