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Job interview candidates who describe a “Target” they set themselves instead of an externally imposed “Task” emphasize their own intrinsic motivation to perform and to develop their performance. Action: What did you do? The interviewer will be looking for information on what you did, why you did it and what the alternatives were.
In addition, innovative machine-scorable test questions were incorporated to better assess the skills needed by CPAs to protect the public. For the first time, proprietary electronic calculators were provided to CPA candidates for the two new accounting sections. The four new sections were: Business Law and Professional Responsibilities; Auditing
Employers use job profiling to determine which skills are required for a job, and the level of each skill needed to perform the job successfully. This helps employers determine the standards for how an applicant must score in a particular WorkKeys skill assessment in order to be qualified for the job.
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Other possible types of questions that may be asked alongside structured interview questions or in a separate interview include background questions, job knowledge questions, and puzzle-type questions. A brief explanation of each follows. Background questions include a focus on work experience, education, and other qualifications. [68]
In skills-based hiring, the applicant is tested by a third party and presents the scores to the employer as part of the application process. In this sense, skills-based hiring is similar to the U.S. practice of individuals taking third party (e.g., SAT or ACT) tests, and then using those scores as part of a college application.
The typical application also requires the applicant to provide information regarding relevant skills, education, and experience (previous employment or volunteer work). The application itself is a minor test of the applicant's literacy, penmanship, and communication skills. A careless job applicant might disqualify themselves with a poorly ...
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