INTERVIEW QUESTIONS AND ASSIGNMENT … - writing exercise for interview samples

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• (1) Writing exercise for interview test
• (2) Writing exercise for job applicants
• (3) Interview writing test sample
• (4) Job interview writing assessment examples

INTERVIEW QUESTIONS AND ASSIGNMENT EXAMPLES
The overall purpose of Interview Questions and Assignments is to determine if the
candidates are suitable for the position. It is important to assess Technical Suitability
AND Personal Suitability
Definitions
Technical Suitability
A candidate is considered technically suitable for the position if he/she has the skills,
education, training and technical knowledge required to perform the job.
Responses to Technical Suitability questions tell you if candidates CAN do the job.
Personal Suitability
A candidate is considered to be personally suitable for the position if he/she has the
motivation, work habits, and job related people skills and attitudes required to
successfully perform the job duties.
Responses to Personal Suitability questions tell you if the applicant WILL do the job.
Assessing Suitability
Really good questions will assess both technical and personal suitability - this is
especially true if you are skilled at probing.
Three types of questions that can be used to assess suitability are described in detail
below. Examples and the advantages and disadvantages of each type are provided.
July 4, 2006 Page 1 of 5
A. Behavioral Based Questions
A.1 Description
Behavioral Based Questions ask a person for a specific example of a behavior or
skill from their own experience. The initial question is usually followed by a series
of follow-up questions which probe for further information and clarification.
Behavioral Based Questioning can feel like a conversation, although the
interviewer should keep their part of the conversation to more questions.
Responses to Behavioral Based Questions tell you how a candidate has
responded to particular situations or problems in the past. The theory behind
behavioral questions is that "the best predictor of whether a person will
demonstrate a competency in a job is evidence that the person has demonstrated
that competency effectively in a previous situation".
Therefore, responses to Behavioral Based Questions should tell you how a person
WILL respond in a similar situation
A.2 Example
"Tell us about a time when you were involved in staffing a vacant position.
What was your role? Who else was involved? What position were you
staffing? What did you do?..."
A.3 Advantages and Disadvantages of Behavioral Based Questions
Advantages Disadvantages
Assess both technical and personal Not all Selection Committee members
suitability. may be comfortable or skilled in the
technique of Behavioral Based
Questioning.
The technique focuses on real Timeframe for interviews may be more
examples from the candidate's unpredictable - you can't predict what
experience, so candidates are less example a candidate will provide, how
able to quote a textbook answer. many follow-up questions need to be
asked or how long it will take to
respond.
B. Fact Gathering Questions
B.1 Descriptions
July 4, 2006 Page 2 of 5
These tend to be relatively simple and straightforward. They are less like a
conversation and more like a test with a question followed by an answer.
If the answer is not clear, a follow-up question may be asked to get greater clarity.
However, care needs to be taken to ensure the follow up doesn't steer the
candidate in a particular direction.
Responses to Basic Fact Gathering Questions will tell you if the person possesses
the knowledge or skills required to perform the job duties.
B.2 Example
"Please describe the Legislative Initiatives Process"
B.3 Advantages and Disadvantages of Fact Gathering Questions
Advantages Disadvantages
Assess technical suitability Does not assess personal suitability
Clear, quick and easy way to assess Less useful in assessing whether or not
knowledge. an applicant possesses the skills
required for the job. For example, a
candidate may be able to describe a
problem solving process. This only
indicates that they have knowledge of a
problem solving process, NOT that they
have good problem solving skills.
C. Situational Based Questions
C.1 Description
In a situational question, the candidate is asked to describe a situation and how
they would handle it. Some follow-up questions may be asked to help clarify the
information provided.
Responses to Situational Based Questions tell you what a candidate THINKS is
the best way to respond to a particular situation or problem. It tells you what
someone thinks they SHOULD do, which is NOT necessarily what they WOULD do
if/when faced with the particular situation.
C.2 Example
July 4, 2006 Page 3 of 5


How to write an interview experience?Round-5 (HR Round)Tell me something about yourself.What differentiates yourself from others.Little discussions over my extracurricular activities are written in my resume.Team Conflict questions.What are your future plans related to further studies?Do you have any Location constraints?

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