Position Name:
Interviewer
Candidate Name
Interview Date
Introductory Questions
– Interviewer(s) share name, role, tenure, and hand business cards for thank you messages – Share a brief overview of the company
– Give Candidate the Job Description, highlight Job Purpose, Schedule/Travel, Major Challenges & Key Decisions, and Physical Requirements
Tell us about yourself.
What do you know about our organization?
Transitional & Verification Questions
– Clarify any unclear information from resume or application
– Verify availability for work hours and schedule, start date, and other important details
[Education Verification – example: Are you currently enrolled in a Master’s program?]
Will you now or at any point in the future require via sponsorship to work for us?
Behavioral / Situational Questions
– Ask job related questions, based on skills and competencies needed for the role
– Ask open ended questions that allow candidates to tell a story about a specific example
– Ask 5-10 questions based on the role and how much time you have (~3-4 minutes per question)
– Listen for recent examples, details, consistency, the candidate’s role in the story, and teamwork
– Take notes and ask clarifying questions as follow-ups. Follow up questions may include:
– Tell us more about the action you took and the outcome.
– What did you say at that point?
– How did you react to that situation?
– Explain your role in more detail.
– Tell me in detail what steps you took.
– And what was the result?
– Describe the obstacles you faced in getting it done.
– What other options did you consider?
– Why do you think you reacted as you did?
– How do you think others felt about your actions at the time?
– Were you satisfied with the outcome of your actions?
– If the same or a similar situation presented itself, what would you do differently?
Describe a time when you anticipated potential problems and developed preventive measures.
Situation:
Action:
Response:
Describe a time when you overcame a major obstacle.
Situation:
Action:
Response:
Describe a situation in which you had to get started on something but didn’t know what to do.
Situation:
Action:
Response:
Describe a situation in which you had to get started on something but didn’t know what to do.
Situation:
Action:
Response:
Technical Questions
– Ask job related questions, based on skills and competencies needed for the role
– Ask open ended questions that allow candidates to tell a story about a specific example
– Ask 5-10 questions based on the role and how much time you have (~3-4 minutes per question)
– Listen for recent examples, details, consistency, the candidate’s role in the story, and teamwork
– Take notes and ask clarifying questions as follow-ups
How would you describe your proficiency level in [Excel as an example]?
Can you tell me in general terms how your technical skills meet the requirements of this position? In which specific areas do you need to come up to speed?
Customer Focused
Have you ever had to go the extra mile to satisfy a customer? Tell me what you did and what was the result?
Describe a time when you successfully handled a customer complaint.
Facilitation/Presentation
In facilitating a meeting, tell me about a time you had to alter your approach because your usual method was not effective?
Relationship Building
Tell about a time when you built rapport quickly with someone under difficult conditions.
Negotiation
When don’t you negotiate? Give an example.
Candidate’s Questions
– Be sure to leave time for their questions, generally 1-3
– Paint a positive but honest view of the pros and cons of the work and culture
Notes
Closing Questions
– Describe where you are in the process, next steps, and when they can expect to hear back
– Ask if they have any final remarks
What do you hope to find in our organization that you don’t have now?
Interviewer Assesment
Enter your overall assessment about the candidate’s knowledge, skills, abilities, and fit for this position.
Would you recommend this candidate advance in the process?