For each of the questions you listed above, come up with scoring criteria to evaluate applicants ’ answers. Using a scale that spans from 1 to 5, generate criteria that would help you differentiate very poor (1), low effectiveness (2), average (3), above average (4), and extremely effective (5) answers to your questions.

Exercises 1:

Imagine that you are preparing to interview applicants for a junior management consultant – a position in which incumbents conduct organizational studies and evaluations, design systems and procedures, conduct work simplifications and measurement studies, and prepare operations and procedures manuals to assist management in operating more efficiently and effectively. First, look up the necessary KSAOCs (knowledge, skills, abilities, and other characteristics), required tasks, and common work environment conditions. You can find a wealth of information on O*Net ( http://online.onetcenter.org ). Using the information you find, choose three important requirements for the job and generate SIX structured interview questions (three using the behavior description format and three using the situational format).