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Alex is excited to begin the selection process. In preparing for interviews what would be the best type of interview for Alex to select? Choose the most appropriate answer. In order to ensure that all interviewees are asked the same questions (ensuring the reliability of the interview), it is best to use a structured interview. In order to ensure there is a good flow of information between the interviewee and interviewer, it is best to use unstructured questions. Each applicant will get different questions. Alex brainstorms the types of questions to ask in the interview. She thinks about the following behavioural description interview questions, which seem related to the job. Which two interview questions best demonstrate behavioural description interview questions that are appropriate for the job highlighted in the video? Please pick the most appropriate answer. Question: Do you have a good ability to communicate? Question: Do you have excellent interpersonal skills? Question: Tell me about a time when you faced a significant problem and how you resolved the problem? Question: Tell me about a time when you demonstrated the ability to be a team player? lex brainstorms other types of questions to ask in the interview. She thinks about ituational interview questions, which can be helpful especially if candidates do not have a lot of work experience. Which interview questions best demonstrate situational interview questions that are appropriate for the job outlined in the video? Please pick the most appropriate answer. Question: What would you do if you encountered a conflict with a member of your team and what steps would you take to try and resolve the situation? Question: What would you do if a customer presented you with a question about a problem you were not sure how to resolve? What steps would you take to try and provide them with a solution? Question: Tell me about a time when you demonstrated effective communication skills. Questions: Do you have the ability to handle conflict? Alex wonders about what questions she should avoid asking in the interviews. When she considers her "what not to ask" question list the following should be at the top of that list (please choose the most appropriate answer): You should never ask anything unrelated to the job. For example, asking personal questions that are unrelated to job relevant criteria can increase the chances of discrimination based on one or more of the prohibited grounds of discrimination outlined in the Human Rights Acts. The act of asking personal questions (e.g. do you have kids?) is not illegal per se but it is very ill advised and inappropriate. If you ask personal questions and an individual is not hired they may not be hired due to a prohibited ground of discrimination, or they may assume they have no been hired based on an their answer to a personal question. This can lead to legal issues for the organization. It is illegal to ask personal questions (e.g. do you have kids?) in a job interview. Just asking the the question is considered human rights discrimination according to the Human Rights Acts. Simply asking personal questions during an interview can result in a company being sued for a human rights violation. Alex is wondering about how to rate interviewees' responses to the interview questions. She should pick the following as most appropriate: Using a scale (e.g. 1, 2, 3, 4, 5) and designing a scoring system that gives descriptions of behaviours for what type of answer would get a score of 1, 2,3, 4 , or 5 is best. This is also called a behaviourally anchored rating scale (BARS). Using a scale (e.g. 1, 2,3,4,5) and having a scoring system where 1 is poor answer and a 5 is an excellent answer is best
