Throughout LRI'S website – the following terms are used interchangeably: Workforce readiness skills, workplace success skills, soft skills, employability skills, interpersonal skills, workplace behaviors, behavioral competencies, social skills, career readiness skills and behavioral effectiveness skills. Skills and competencies are also used as synonyms.
soft skills training

Interview Guides - Overview

LRI provides valid, criterion-referenced and nationally normed video-delivered programs to measure the soft skills required of most jobs and job-levels within an organization. These positions range from entry-level to highly skilled to managerial. The technology used is called AccuVision®.

The assessment process used by LRI can produce two reports when individuals are assessed as ‘applicants:’

  • Feedback Reports summarize the results of an individual’s assessment. These reports identify where individuals have effective workplace behaviors, where further development is needed and they suggest strategies and resources to develop skill deficits.
  • Interview Guides are produced to support employers who elect to interview the individual or workforce developers who want to focus on areas where, based upon the persons choices made during assessment, there is inconsistency in these choices.
  • The guides can also be used to support individual development in group settings, during work-experience and related activities.

Background During the video-delivered assessment process individuals confront competencies measured by the program in a variety of work-related situations. The Interview Guide identifies those competencies in which an individuals' responses are inconsistent: sometime the individual may choose the most effective response to a situation -- other times, a less effective response. To help better understand an individual's level of effectiveness regarding the skill(s) in question, LRI provides - at no cost - an Interview Guide you can print out along with a Feedback Report.

Interview Guides Provide General questions about the job's responsibilities: one sample could be: "This position requires that you make presentations to groups of people. To what size groups have you presented to, for what purpose and what type of preparation was required?" Interviewers are provided with information as to what might constitute effective and ineffective responses.

Specific questions - 'mini-simulations': these relate to the specific competencies being measured by the assessment instrument. An example from a customer service Interview Guide might be: "You may be called upon to handle a variety of customer situations. One challenging type involves customers who make unreasonable or unjustified demands. If you were confronted with this type of situation, how would you handle it?"

Examples of Effective Behavior are then provided as cues for the interviewer; for example:

  • Demonstrate an understanding of the customer's problem and show empathy for the
    individual's feelings of anger, frustration, etc.
  • Apologize for any inconvenience

Examples of Ineffective responses:

  • Demonstrate a reluctance to personally handle the situation
  • Tell the customer that 'policy' prohibits meeting the customer's demand and avoid further explanation

Other general skills are identified with cues provided for effective and ineffective behavior. For example:

  • Oral communications
  • Interpersonal skill

LRI Interview Guides also provide numerous opportunities for organizations to customize the reports to meet their own specific needs.

For more information on LRI Interview Guides, or to review a guide for a specific assessment program, please click here to identify the program: