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Please see the “Structured Interview Form Instructions” document for detailed guidelines about this assignment BEFORE you submit it. Type your responses in the text table boxes below (the right side, empty boxes) as indicated in this sample:
Sample info regarding how to fill in table:
1) Interview Question: Type your interview question here
Why is this question important …? Type your rationale info here
Job Title:
Brief description of position:
1) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
2) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
3) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
4) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
5) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
6) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
7) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
8) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
9) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
10) Interview Question:
Why is this question important? What type of information are you hoping to elicit from the candidate?
Structured Interview Form Assignment Instructions
• Your original questions (e.g. written by you) should only contain legally allowable, job related inquiries. Act as if the organization you are working for is obligated under Title VII and the other major, federal employment laws when writing these questions.
• A brief rationale for each question must be included (e.g. why this question is important; what type of information you are hoping to elicit from the candidate with the question).
• Students are encouraged to include behavioral interview questions.
• You should not provide a sample answer for each question: only the question and rationale are needed.
• Include the position title and compose a brief (3 to 5 sentences) description of the job for which the questions relate.
• Please note that questions typically found on an application form (e.g. “Are you at least 18 years or older,” “Are you legally authorized to work in this country,”) are NOT interview questions and should not be used.
• Create questions that you think would especially support identifying the KSAs of the candidates for this position. Think about what the KSAs would be for the job you selected, as well as some of the duties that come to mind.
• Example: For a computer repair technician questions might include “Describe for me the process you use to troubleshoot XYZ…” (hard skill question. “Tell me how you’ve handled a customer that was hovering over you while working on their computer” (soft skill question).
• Consider both “hard skills” questions (that focus on the more “technical” aspects of the job) and “soft skills” questions. It is usually good to have a combination of both for a well-rounded, comprehensive interview. And remember to keep all questions focused on the KSAs of the position.
• DO NOT submit any “generic” questions (e.g. “What are your work strengths?” “Where do you see your career in five years?” “What can you bring to our company?” “Why did you choose XYZ as a career?”).
• Avoid closed-ended questions (e.g. questions that can be answered with a yes/no answer such as “Are you a team player?”)
• All questions, rationale data, and position description MUST be written by you. This assignment is not about finding information online or at another source (even if properly cited). Also, to avoid possible academic integrity issues, your questions for this assignment should be created from scratch solely by you. Use of interviewing questions previously utilized (such as at your work) should be avoided as the exact origin of the questions may be unknown.
• See the next page for the grading rubric for this assignment.
Structured Interview Form Assignment Grading Rubric
40 points
Each question with brief rationale is worth 4 points. Students can receive 0 to 4 points for each based on the quality, as determined by the following:
• Question is legally permissible and job related.
• Brief rationale for question is included.
• Question is tied to the KSAs/duties of the job. Question is not generic (generic means it could be asked in an interview for virtually any position). While generic questions are certainly used in employment interviews they are NOT the focus of this assignment.
• Question is open-ended.
• Question is written professionally with no spelling or grammatical errors. Question would be easy for an applicant to comprehend (e.g. word usage is appropriate and understandable).
• Good mixture of hard and soft skill questions are provided, as appropriate.
Please note the following additional criteria:
• Points will be deducted if less than 10 questions with rationale are provided. Example: student only provides 8 questions with rationale. Maximum points possible would be 32.
• All 40 points will be at risk if any questions are not original (written by the student) regardless of whether proper citation was used or not. ALL questions, rationale, and position description MUST be written by the student. Borrowed material is NOT permissible on this assignment.
• The assignment will be returned to the student ungraded for resubmission if a brief position description is not included on the form or if the position description is not specific enough in its depiction of the position. This is required so your instructor can properly assess if the questions you have written appear to be KSA based. Zero points will be recorded if the student elects not to resubmit the assignment.



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