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iRubric: Second Round Registrar Interview Questions rubric

iRubric: Second Round Registrar Interview Questions rubric

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Second Round Registrar Interview Questions 
This Rubric will be used in conjunction with a sample position project to assess second round interview questions.
Rubric Code: NX8AC56
By DiMedio3
Ready to use
Public Rubric
Subject: Education  
Type: Assessment  
Grade Levels: Undergraduate

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  Poor

1 pts

Fair

2 pts

Good

3 pts

Excellent

4 pts

Preparation

Walk us through how you prepared to get to this point in the interview process from start to finish.

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate shows some level of preparation and research that went into the process for the job.
Good

Candidate shows a clear set level of the following
1. Preparation
2. Research
and shows some sequence and planning.
Excellent

Candidate shows a clear set level of the following
1. Preparation
2. Research
3. Something extra
and voices all of those in a sequential order.
Focus and Accuracy

Can you recall a task that required you to focus and multitask in an environment that was distracting. How did you do it and how would you continue to do that in our admissions office.

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate can give a specific example of multitasking in a distracting environment.
Good

Candidate can give a specific example of multitasking in a distracting environment, and can explain how they would do it here.
Excellent

Candidate can give a specific example of multitasking in a distracting environment, and can explain clearly how they would do it here.
Getting information out

This job requires you to get a lot of information out to a lot of different groups during the course of the year. How would you ensure that you have communicated key dates, events, and activities to all stakeholders?
Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate identifies 2/3 of the following
1. Key Dates
2. Events
3. Stakeholders
and vaguely shows a plan for this.
Good

Candidate identifies 2/3 of the following
1. Key Dates
2. Events
3. Stakeholders
and has a plan to communicate the events.
Excellent

Candidate identifies all of the following
1. Key Dates
2. Events
3. Stakeholders
and has a specific plan to communicate the first two to the third.
Identifying new students

Part of this job would be identifying new groups of middle school students rather than just your traditional sending school populations how would you go about finding these communities and getting our director of admissions foot in the door?

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate has some idea of groups to work on and how to start preparing to get the admissions counselor in front of them.
Good

Candidate has clearly identified some untapped groups, has a partial plan to get in front of them, and how to prepare materials for the the office.
Excellent

Candidate has clearly identified untapped groups, has a plan to get in front of them, and how to prepare materials for the the office.
Teamwork

A lot of this job is behind the scenes and relies on you making another team member successful. How do you ensure your teammates success while keeping yourself motivated to continue to work hard?

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate somewhat knows how to be a team payer and intrinsically motivated.
Good

Candidate gives some examples of the following.
1. Past examples of being intrinsically motivated
2. Past examples of being a team player
3. Clear ways to continue this in our office.
Excellent

Candidate gives clear examples of the following.
1. Past examples of being intrinsically motivated
2. Past examples of being a team player
3. Clear ways to continue this in our office.
Engaging Stakeholders

Part of ensuring success for the registrar and admissions office is getting "buy in" from key stakeholders of the school. How have you done this in the past and how would you go about identifying these stakeholders and getting their buy in?

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate has partial answers for past examples of stakeholder buy in for past or future practices.
Good

Candidate has identified stakeholders in previous positions and has clear examples of how to get buy in, OR they also have identified stakeholders and buy in practices for this position.
Excellent

Candidate has identified stakeholders in previous positions and has clear examples of how to get buy in. They also have identified stakeholders and buy in practices for this position.
Damage Control

A lot of the job as well is handing the calls that come in and ensuring that everyone feels they are getting the best deal or personalized customer support. Can you walk me through previous examples of how you have provided past customer support for when a customer is unhappy?

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate has an example of how to complete damage control.
Good

Candidate has an example of how to complete damage control and turn negative situations around.
Excellent

Candidate has clear examples of how to complete damage control and turn negative situations around and continue to check in on them.
Good cop/bad cop

A lot of times you and the admissions counselor will have to play good cop bad cop when it comes to registering a student regarding financial aid or additional perks of attending Holy Cross. Can you give me examples of how you have used this style in previous positions to "nail the sale".

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate knows how to work with two people to nail the sale and has an idea of using a good cop bad cop strategy.
Good

Candidate knows exactly how to work with two people to nail the sale and has an idea of using a good cop bad cop strategy.
Excellent

Candidate knows exactly how to work with two people to nail the sale and has clear past examples of using a good cop bad cop strategy.
Got your Six

So if you are in a leadership meeting and someone in the meeting has an idea that you think will not be successful how would you handle that situation? If the other person disagrees with you? Their boss?

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate Reason
Good

Candidate reason
Excellent

Candidate reason
3-6-1 Year

Many people after they are hired they look at it as "they got the job" and the work is over rather than it has only just begun. How will we know you were our right hire at the 3 month, six month, and 1 year mark.

Poor

Candidate in unclear vague or does not answer the question.
Fair

Candidate has in idea that they would be the right hire.
Good

Candidate has some idea of how they will showcase they are the right hire at the 3-6-1 marks.
Excellent

Candidate clearly gives examples of how they will showcase they are the right hire at the 3-6-1 marks.




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