Assessing & Interviewing Methods
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What other methods can be used to assess student competencies in these areas?,
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Do you prefer to receive training in face-to-face format as e-learning or as mobile learning (e-learning completed using a mobile device such as a smartphone or tablet) or in some other format? Why?,
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Contrast an unstructured interview with a situational or behavioral interview. Share examples of types of interviews you’ve had., What interview type are you most comfortable with, and why? What interview type are you least comfortable with and why? How can you increase your comfort level with that type of interview?
✅ Comprehensive Responses
1️⃣ What other methods can be used to assess student competencies in these areas?
Beyond work simulations, student competencies can also be assessed using performance-based tasks such as case studies, group projects, presentations, and leadership role play activities. Capstone projects and internships allow students to demonstrate decision-making, planning, and organizational skills in real-world settings. Peer and self-assessments can help evaluate self-objectivity and collaboration. Written communication can be measured through reports, research papers, and reflective essays, while communication and leadership skills can be observed in class participation and team leadership roles. Portfolios that track learning over time provide a comprehensive view of competency development and growth.
2️⃣ Do you prefer to receive training in face-to-face format, as e-learning, or as mobile learning, or in some other format? Why?
I prefer blended learning—a combination of face-to-face and e-learning—because it offers flexibility while providing the structure and interaction needed for deeper learning. Face-to-face training allows hands-on practice and direct instructor feedback, which is great for skill-building. E-learning and mobile learning, on the other hand, allow learning at my own pace and can be revisited anytime, such as when reinforcement is needed. Blended learning creates the best balance by giving social engagement, accessibility, and convenience, especially in modern environments where technology plays a major role in education and professional development.
3️⃣ Contrast an unstructured interview with a situational or behavioral interview. Share examples of types of interviews you’ve had. What interview type are you most comfortable with, and why? What interview type are you least comfortable with, and why? How can you increase your comfort level with that type of interview?
An unstructured interview feels more like a casual conversation in which the interviewer asks questions spontaneously. They are flexible but can be inconsistent and subjective. In contrast, situational and behavioral interviews follow a structured format where candidates respond to job-related scenarios or explain past behaviors using frameworks such as STAR (Situation, Task, Action, Result). For example, I have had behavioral interviews where I was asked to describe a time I solved a difficult problem, and I have also experienced unstructured interviews that focused on my interests and personality. I am most comfortable with behavioral interviews because I can prepare examples in advance and clearly relate my experience to the job. I am less comfortable with unstructured interviews because they feel unpredictable and make it harder to demonstrate specific skills. To improve comfort, practicing conversational communication, preparing a variety of personal and professional anecdotes, and asking clarifying questions can help support a more confident response in those informal situations.