WGU D354-Task 3 |Latest Update with Complete Solution
A1...Structured..interviews..provide..comparisons..of..candidates..when..interviews..are..
conducted..with..the..same..questions..in..the..exact..order...Using..the..same..criteria..all
ows..the..organization..to..compare..candidates;..this..gives..the..organization..an..infor
med..hiring..decision...Structured..interview..processes..ensure..organizations..select..th
e..right..candidate..to..fill..the..position.
Secondly,..structured..interviews..ensure..a..consistent..assessment..process..when..interv
iewing..candidates...The..same..assessment..is..standard..for..each..interview,..making..t
he..candidate..comparisons..easier..to..evaluate...Structured..interview..processes..elimi
nate..bias..and..allow..candidates..to..be..considered..for..the..position..based..on..their..
skills.
A2...Describe..a..time..when..a..conflict..arose..in..a..team..setting...What..steps..did..you..
take..to..resolve..the..issue?..What..contributions..from..the..team..were..needed..to..hel
p..resolve..the..issue?..Did..the..team..feel..that..the..manager..resolved..the..conflict..fai
rly?
-
How..a..person..handles..conflict..is..essential..in..the..workplace..and..in..a..senior..role.
..Handling..conflicts..in..a..team..with..positive..outcomes..can..boost..team..morale...It..
also..builds..trust..between..employees..and..senior..managers..in..how..they..solve..confl
ict..in..the..team...It..shows..if..the..candidate..has..the..skills..to..approach..the..conflict..
and..what..skills..they..possess..when..resolving..the..dispute.
B1...My..chosen..selection..method..is..a..technical..skills..assessment...Organizations..c
an..evaluate..proficiency..by..evaluating..the..candidate's..problem-
solving..skills,..knowledge..of..programming..systems,..and..what..level..of..programming
..they..can..complete.
B2...My..chosen..selection..assessment..would..be..a..work..sample..test...Organizations..
would..have..an..example..of..how..the..candidate..solves..problems..in..the..workplace..
and..how..they..complete..programming..tasks..they..may..encounter..within..the..positi
on.
B3...The..selection..process..must..be..fair..and..unbiased...It..can..not..discriminate..agai
nst..candidates..based..on..race,..color,..age,..gender,..or..other..protected..characteristic
s...Ensuring..non-
discrimination..prevents..candidates..from..filing..legal..action...Assessments..for..candi
date..selection..should..include..job-
A1...Structured..interviews..provide..comparisons..of..candidates..when..interviews..are..
conducted..with..the..same..questions..in..the..exact..order...Using..the..same..criteria..all
ows..the..organization..to..compare..candidates;..this..gives..the..organization..an..infor
med..hiring..decision...Structured..interview..processes..ensure..organizations..select..th
e..right..candidate..to..fill..the..position.
Secondly,..structured..interviews..ensure..a..consistent..assessment..process..when..interv
iewing..candidates...The..same..assessment..is..standard..for..each..interview,..making..t
he..candidate..comparisons..easier..to..evaluate...Structured..interview..processes..elimi
nate..bias..and..allow..candidates..to..be..considered..for..the..position..based..on..their..
skills.
A2...Describe..a..time..when..a..conflict..arose..in..a..team..setting...What..steps..did..you..
take..to..resolve..the..issue?..What..contributions..from..the..team..were..needed..to..hel
p..resolve..the..issue?..Did..the..team..feel..that..the..manager..resolved..the..conflict..fai
rly?
-
How..a..person..handles..conflict..is..essential..in..the..workplace..and..in..a..senior..role.
..Handling..conflicts..in..a..team..with..positive..outcomes..can..boost..team..morale...It..
also..builds..trust..between..employees..and..senior..managers..in..how..they..solve..confl
ict..in..the..team...It..shows..if..the..candidate..has..the..skills..to..approach..the..conflict..
and..what..skills..they..possess..when..resolving..the..dispute.
B1...My..chosen..selection..method..is..a..technical..skills..assessment...Organizations..c
an..evaluate..proficiency..by..evaluating..the..candidate's..problem-
solving..skills,..knowledge..of..programming..systems,..and..what..level..of..programming
..they..can..complete.
B2...My..chosen..selection..assessment..would..be..a..work..sample..test...Organizations..
would..have..an..example..of..how..the..candidate..solves..problems..in..the..workplace..
and..how..they..complete..programming..tasks..they..may..encounter..within..the..positi
on.
B3...The..selection..process..must..be..fair..and..unbiased...It..can..not..discriminate..agai
nst..candidates..based..on..race,..color,..age,..gender,..or..other..protected..characteristic
s...Ensuring..non-
discrimination..prevents..candidates..from..filing..legal..action...Assessments..for..candi
date..selection..should..include..job-
