Question: Imagine this scenario: You have to create an orientation program for a new staff member who will be doing your current job. What would this orientation program be like?

Alternative Question Phrasing:

Follow-up questions:

How would this program work?
How would you make sure to cover all the small but important details and nuances of your job in the orientation?

Question Details:

Question Type:

Knowledge/Skill Based,Situational

Knowledge:

Personnel and Human Resources

Skills:

Basic – Monitoring (Making observations of self and environment),Basic – Science and Logic,Social – Instructing (Teaching),Systems – Judgment and Decision Making

Abilities:

Cognitive – Flexibility of Closure (Pattern Detection),Cognitive – Fluency of Ideas (Idea Generation Frequency)

Other Factors:

Candidate Preparedness

Work Activity (Task):

Interacting with Others – Communicating with Supervisors, Peers, or Subordinates,Interacting with Others – Developing and Building Teams,Interacting with Others – Staffing Organizational Units (Recruitment),Work Output – Drafting Technical Specification and Instructions

Work Context (Person-Job/Team/Org Fit):

Interpersonal Relationships – Coordinate or Lead Others

Work Style (Person-Job Fit):

Attention to Detail

Question Frequency

Question Difficulty

What to look for in an answer:

There are two parts to this question. Firstly, you are looking to see how well the interviewee understands their current job, which in some way should relate to the job they are now interviewing for. Secondly, you are looking to see how well the interviewee understands the orientation process and their ability to create a successful orientation program, which is an HR-related skill.

Red Flags to Watch For:

If the interviewee stumbles on either being able to think of a program or to explain their job, it is a red flag.

Sample Answer:

N/A

Question Source: Original