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
What is the primary risk of asking 'leading questions' during a behavioral interview?
Answer: They signal the desired answer and compromise the validity of the response
Leading questions tip off the candidate about the expected answer, resulting in socially desirable responses rather than authentic behavioral evidence.
In DDI's structured interview design, why is it important to ask every candidate the same core questions for a given role?
Answer: To allow fair, apples-to-apples comparison of behavioral evidence across candidates
Standardized questions ensure all candidates are evaluated on the same competencies, enabling valid, legally defensible comparisons.
When a behavioral example shared by a candidate is clearly from a team effort, DDI-trained interviewers should:
Answer: Probe specifically for what the individual candidate personally did
Interviewers must isolate the candidate's personal contribution within a team story to gather valid individual behavioral evidence.
Which DDI principle underlies the idea that 'past behavior is the best predictor of future behavior'?
Answer: The empirical validity of behavioral consistency over time
Research supports behavioral consistency — how someone behaved in similar past situations is the strongest predictor of how they'll behave in similar future situations.
An interview question asking about a candidate's 'greatest weakness' is generally NOT recommended in DDI's behavioral framework because:
Answer: It elicits self-assessments rather than behavioral evidence
DDI prioritizes concrete behavioral examples over self-analysis, as self-assessments are less predictive of actual job performance.
In DDI's assessment center methodology, 'simulation exercises' are used primarily to:
Answer: Observe behaviors in job-relevant scenarios that mirror real work challenges
Simulation exercises create realistic work scenarios where assessors can directly observe and rate targeted competency behaviors.
A 'behavior-based question' differs from a 'situational question' in that it:
Answer: Focuses on a specific past event and what the candidate actually did
Behavior-based questions ask about actual past experiences, while situational questions pose hypothetical future scenarios.