QUESTION $4$: EFFECTIVE INTERVIEWING TO

MAKE A FINAL CANDIDATE SELECTION.

USING ATTACHED POWERPOINT $9.$A$.,$ SLIDES

$13-16$; POWERPOINT $9.$B$.,$ SLIDES $17-27$;

READING $2,$PAGES $129-130$; READING $6.$B$.$

PART A: What is a Structured Interview? briefly indicate TWO $(2).$

benefits of such an interviewing approach in the candidate selection

process.

PART B: What kind of information does Critical Incident

Technique$/$Analysis$\_$provide about expected problems,

challenges, and performance associated with the Essential

Functions of specific jobs? See READING $6.$B$.$

PART C: What are Situational Interview questions? What are

they trying to discover about a candidate's competency? $($HINT:

They are based on Critical Incident Analysis $-$ See READING

$6.$B$.)$

QUESTION $5$: THE IMPORTANCE OF

ONBOARDING AND INITIAL ORIENTATION.

USING READING $7.$A$.$ AND $7.$B$.,\_$ANSWER THE

FOLLOWING:

PART A: What are TWO $(2)\_$long term benefits of effective

Onboarding and Orientation of new employees. READING $7.$A$.$

PART B: What is the difference in the focus of Technical

Onboarding and Social Onboarding within and organization? Briefly

describe. READING $7.$B$.$