Module 6

Question 1

What are psychometric tests and assessments?

Answer 1

Psychometric test measures an individuals maximum performance using take that have right or wrong answers

Psychometric assessment typically uses a questionnaire format to ask individuals to rate their agreement levels with statements or to indicate how frequently they feel a certain way

Question 2

What are assessment centres used for?

Answer 2

To evaluate a candidates skills, ability, behaviour and experience

Question 3

What clear objectives need to be set before an assessment is used?

Answer 3

Describe the purpose of the assessment

Establish the required outcome

Identify the most appropriate method

Determine how the assessment will be measured

Question 4

For any assessment to be fit for purpose it needs to demonstrate both validity and reliability. What are these?

Answer 4

Validity tells you how good a test is, reliability tells you how trustworthy a score will be.

Validity - the most important criteria for the quality of a test. Refers to the quality of the measure. Does it measure what it is supposed to measure?

Reliability - the stability of measurement over time. When completed twice the scores should (in theory) be the same

Question 5

Why are candidate interviews important?

Answer 5

Provide a structured way or gaining evidence of a candidates ability

Build rapport

Validate the candidates suitability

Test behaviour within certain environments

Facilitate accurate matching against job criteria and work place cultures

Sell the candidate more accurately

Greater candidate commitment

Question 6

What is a biographical interview?

Answer 6

A chronological exploration of experience

Explores motivations and attitude as well as background facts

Can consider the candidates whole career

Focus on transferable skills from career breaks

Question 7

What is a competence assessment interview?

Answer 7

Structured questions aimed at gathering behaviourally specific information against job related competencies or criteria

Focuses on -
Skills
Knowledge
Attitude
Behaviour

Question 8

What are the features of effective interviewing skills?

Answer 8

Planning - to help achieve the goal and shows interviewer as professional and credible

Structure - ensures interviewer maintains control. Provides logical stages which should be followed.

Rapport - set the foundations on which the future relationship will be built. Put the candidate at ease using verbal and non-verbal communication.

Funnelling questions - A skill used to start the interview using open questions followed by probing questions together more specific detail. Hypothetical and closed questions are used to gain clarification and summarise the discussion.

Active listening - shows that the interviewer is interested also shows respect and commitment summarising nodding positive gestures and eye contact

Support & challenge - recognising and noting a candidates achievements and emphasising any concerns.

Reports - Recordkeeping is an essential part of the interview. Essential as part of the compliance cycle

Feedback - A skill that allows a candidate to develop their skills as a result of an interview or assessment this can be used to make improvements and increase profile and opportunities.

Question 9

What is STAR?

Answer 9

The star method is helpful in competency based interviews

Situation

Task

Action

Result

Question 10

Halo and horns effect

Answer 10

The halo effect is when the interviewer is positively yet falsely influenced by a particular aspect about the candidate. the positive factors are considered to be the most important elements and other details are ignored or sidestepped.

The horns affect is where the interviewer is negatively yet falsely influenced by a particular aspect about the candidate. The negative factors are considered to be the most important elements and other details are sidestepped or ignored

Question 11

Contributing factors that can influence the formation of judgements arising from Halo and horns

Answer 11

Prejudice and assumption

Prejudice is prejudging without all that information or facts being considered

Assumption is jumping to conclusions making your mind up on evidence assumed to be there

Question 12

How to develop positive and consistent rapport

Answer 12

Ensure that pre-interview communication such as emails competence criteria or attendance instructions are personalised professional and accurate

Ensure that the interview environment is private distraction free and comfortable

Demonstrate a friend who in option

Welcome to Candidate with a smile positive eye contact and a firm handshake

Engage in easy to answer or low order initial conversations

Ask for permission to take notes

Stress the confidentiality of all information

Question 13

How to maintain positive and consistent rapport

Answer 13

Demonstrate active listening by nodding and using listening noises

Maintain positive I contact open gestures and appropriate posture

Use linking questions for example you mentioned earlier

Funnel questions and summarise

Demonstrate appropriate praise or empathy

Allow the candidate time to think and respond

Take notes consistently and objectively



Question 14

Why is feedback so important

Answer 14

Feedback is a critical part in the assessment process it reinforces positive behaviour provides praise and encouragement

constructive comments - what worked well and where changes could be made

It can boost a candidates confidence and self-esteem

Question 15

What is the BOOST model and what is it used for?

Answer 15

Feedback should be -

Balanced
Objective
Observed 
Specific
Timely

Question 16

The equality act 2010 gives disabled people 2 fundamental rights what are they

Answer 16

Not to be unjustifiably discriminated against as a result of their disability

To have reasonable adjustments made to allow them to be recruited and work

Question 17

What are reasonable adjustments

Answer 17

A reasonable adjustment can be either a physical change or change in the way something is done

Applicant should be asked whether any reasonable adjustments are needed for any part of the recruitment process

Reasons for reasonable adjustments to be made could be that the candidate has indicated a disability the client becomes aware of a disability or the candidate asks for a reasonable adjustment

Question 18

When would a reasonable adjustment need to be made

Answer 18

To attend an interview

To be assessed

To undertake employment

Question 19

Questions to ask to ensure an adjustment is reasonable

Answer 19

Is it practical

Do we have the resources to pay for it

Will it affect the health and safety of others

Will it be affective and overcoming the disadvantage

Question 20

What are some examples of reasonable adjustments

Answer 20

Modifying tests and assessment procedures

Meeting the candidate at a more accessible premises

Allowing flexibility in interview or assessment timings

Modifying procedures forms or equipment

Providing a reader or interpreter

Adapting the physical arrangements of the interview environment

Question 21

What is the most common type of disability discrimination

Answer 21

Failure to make reasonable adjustments for a disabled job applicant or worker

Question 22

What are the 9 protected characteristics

Answer 22

Age
Disability 
Gender reassignment 
Marriage and civil partnership 
Pregnancy and maternity 
Race
Religion or belief
Sex
Sexual orientation

Question 23

4 forms of discrimination

Answer 23

Direct
Indirect
Victimisation
Harassment

Question 24

What is positive action

Answer 24

Positive action is the steps that an employer can take to encourage people from groups with different needs with a past track record of disadvantage or low participation to apply for jobs

The equality act allows an employer to direct training to encourage applications from groups which have been under represented in their business or industry for example people with disabilities

The equality act also allows an employer to treat an individual more favourably based on the protected characteristic if it is reasonable to think that people with that particular characteristic would be disadvantaged in the recruitment process.

Question 25

What are the conditions on the use of positive action

Answer 25

Candidate must be as qualified as other candidates not necessarily having identical qualifications but they must possess equal skills potential and work experience

The employer must not have a policy of routinely treating all such disadvantaged or underrepresented groups more favourably than other candidates

The more favourable treatment must be a proportionate means of overcoming or minimising the disadvantage suffered because of the particular protected characteristic