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The series centers on Rodion Meglin (Konstantin Khabensky), a highest level investigator of the Russian police who is also a sanctioned vigilante, hunting down the criminally insane ("maniacs" in Russian) who slip through the cracks of an ill-suited justice system. He’s used to working alone, never revealing the secrets of his method.
The interviewer thus scores each candidate based upon the same interview scenario throughout the course of the test. Candidates – each candidate rotates through the circuit of interviews. For example, if each interview station is eight minutes, and there are nine interview stations, it will take the nine candidates being assessed on that ...
One of the main advantages of using 6-3-5 brainwriting is that it is a very straightforward method, and therefore is easy and quick to learn. In addition to this, no particular training for the supervisor is required. [9] Secondly, it valorises the possible different backgrounds of participants, since it encourages sharing and exchanging knowledge.
The process theory of composition (hereafter referred to as "process") is a field of composition studies that focuses on writing as a process rather than a product. Based on Janet Emig's breakdown of the writing process, [1] the process is centered on the idea that students determine the content of the course by exploring the craft of writing using their own interests, language, techniques ...
A simulation of real test or interview that takes place prior to the real one. Whatever method used in the actual interview or test should be used in this method of pretesting. [1] [8] Cognitive pretesting (cognitive interviewing)- very similar to conventional pretesting. However, the participants are actively being asked about the questions as ...
Some performance development methods [2] use “Target” rather than “Task”. 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 ...
The intent of skills-based hiring is for applicants to demonstrate, independent of an academic degree the skills required to be successful on the job. It is also a mechanism by which employers may clearly and publicly advertise the expectations for the job – for example indicating they are looking for a particular set of skills at an appropriately communicated level of proficiency.
Methods in this wave were more concerned with a test's construct validity: whether the material prompted from a test is an appropriate measure of what the test purports to measure. Teachers began to see an incongruence between the material being prompted to measure writing and the material teachers were asking students to write.