F$.$ Interview Rating Sheet $($BARS$)$

The Rating$/$Scoring Sheet$/$Scale you develop and use to assess the candidate you interview in real life must be a BARS, which stands for Behaviourally Anchored Rating Scale. To get the maximum on this section, you must develop a minimum of $6($six$)$ separate sets of anchors $-$ one set for each of the $6$ main BDI questions $-$ where each set has at least $2($preferably $3)$ different values $($e$.$g$.1$ and $10,$ or $1,3,$ and $5)$ and each value is anchored $($as in: set firmly and stably$)$ by a specific description of scenario$-$specific behaviours$/$KSAO$\text{'}$s$.$ A single set used for all main questions and without different individual anchors for each and every different value of each and every main question $-$ e$.$g$.$ something like $\text{'}1=$Poor, $2=$Average, $5=$Above average' $-$ does not constitute a BARS, and as such it is not acceptable.

When preparing a BARS, the most common problem is that students may develop a reasonable BDI$-$style questionnaire, but they apply to it a non$-$behaviourally$-$anchored rating scale $$ which is a big no$-$no if you have taken this course. Fortunately, the textbook offers several very good examples of Behaviourally Anchored Rating Scales. In the $7$th edition they can be found on page $417($Table $9\mathrm{.}1),$ page $419($Table $9\mathrm{.}2),$ and page $420($Table $9\mathrm{.}3).$ Alas, in the $8$th edition only one $($less than stellar$)$ example is provided on page $389($Table $9\mathrm{.}2)$ but I will remedy this with better explanations and examples posted in the $$Questions for your Facilitator$$ forum soon. Please consult them carefully, and develop your own accordingly.

Also, please remember that a BARS is not the same as a Behavioural Observation Scale. On the latter, you list a series of individual behaviours, and tick them off as you observe the person being evaluated; on the former, you identify$/$define groups of behaviours as sample answers for two or three different values for each of the questions, and then compare the given answers as a whole to these groups, to see which description falls the closest to the answer the candidate has given.

Finally: you cannot provide behavioural anchors to questions that do not solicit a behavioural response, so please do not try. If you ask a standard 'general' non$-$behavioural question such as "How do you feel you would be an asset to our organization?" you cannot attach a BARS to it$,$ because it is not asking for specific behaviours demonstrated within a specific scenario.