Behavioral Interviewing & Assessment Techniques Flashcards
7 cards from real DDI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Behavioral Interviewing & Assessment Techniques flashcards as text
In DDI's behavioral interviewing model, what does the 'S' in the STAR technique stand for?
Answer: Situation
STAR stands for Situation, Task, Action, Result — a structured format for eliciting complete behavioral examples.
Which of the following best describes a 'targeted selection' interview approach used by DDI?
Answer: Matching candidate competencies to job-specific success factors through behavioral evidence
Targeted Selection focuses on gathering behavioral evidence tied to competencies that predict success in a specific role.
When a candidate gives a hypothetical response ('I would...') instead of a real past example, an interviewer trained in DDI methods should:
Answer: Redirect with a follow-up probe to get a specific past experience
DDI training emphasizes redirecting hypothetical responses to extract actual behavioral examples that reflect past performance.
Which type of interview question is MOST consistent with DDI's behavioral approach?
Answer: 'Tell me about a time you resolved a conflict with a coworker.'
Behavioral questions asking about past specific experiences are the cornerstone of DDI's Targeted Selection methodology.
In DDI assessments, 'dimension' refers to:
Answer: A competency or skill critical for job success
In DDI's framework, dimensions are the competencies or behaviors identified as critical predictors of performance in a role.
The purpose of using multiple interviewers in a DDI panel or sequential interview process is primarily to:
Answer: Gather behavioral evidence across different dimensions from multiple perspectives
Multiple interviewers each cover different competency dimensions, improving coverage and reducing individual interviewer bias.
In DDI's framework, which element of a behavioral example provides the MOST critical evidence for predicting future performance?
Answer: The specific actions the candidate personally took
The Action component reveals the candidate's actual behaviors and decision-making, which is the most predictive evidence of future performance.