Interview Guide

for Interviewer C
Estimated length: 50 minutes

Vanderbilt: Professional Non-Licensed Job Family

Interviewer Name

Candidate Name

Interview Date

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Interview Guide-Professional Non-Licensed Job Family

Preparation Checklist 1. Review application materials, including resume (curriculum vitae) and any application 2. forms. to conduct the Key Background Review, if included. Prepare Note any jobs/experiences on which you are unclear or would like more information. in employment. Note any gaps 3. Prepare the Planned Behavioral Questions section. Review the dimension definitions and key actions. Modify questions to better fit the candidates experience. Decide if the order of the questions should be changed; develop additional questions if necessary. 4. Prepare the Motivational Fit question page(s), if included. Review the Job Fit definition and significant facets. Review the Location Fit definition and characteristics. Compare the location characteristics to the candidates information and mark which ones you will explore during the interview. Modify the questions to find out possible matches/mismatches between job facets and location characteristics and the candidates preferences. 5. Estimate the time needed to cover each section of the Interview Guide. Outline for Opening the Interview 1. Greet the candidate, giving your name and position. 2. Explain the interviews purpose: To acquaint interviewer and candidate. To learn more about the candidates background and experience. To help the candidate understand the position and organization. 3. Describe the interview plan: Briefly review jobs/experiences. Ask questions to get specific information about those jobs/experiences. Provide information about position and organization. Answer candidates questions about the position and organization. Point out that you both will get information needed to make good decisions. Indicate that you will be taking notes. 4. Explain the jobs essential functions and ask if the candidate can perform the essential functions. (Required in the United States.) 5. Make the transition to the Key Background Review.

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Key Background Review

Work Background
1. Job/Experience _________________________________ Dates _______________________________

2. What were your major responsibilities/duties? Any change in responsibilities?

3. What did/do you like best about the position? What did/do you like least?

4. Why did you (or why are you planning to) leave?

Communication:

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Planning and Organizing

Establishing courses of action for self and others to ensure that work is completed efficiently.

Key Actions Prioritizes Determines tasks and resources Schedules Leverages resources Stays focused

Planned Behavioral Questions

1. Tell me about a time when you were responsible for determining assignments, schedules, and timelines for a project or assignment. Describe how you worked out a project plan. What happened? 2. Deadlines cant always be met. Tell me about a time when you missed a deadline on a project. What were the causes? 3. We are often too busy to plan future activities. Tell me about a time when you were so busy you reacted to situations rather than planned for them.
Situation/Task Action Result

Communication:

Planning and Organizing Rating: ______

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Customer Focus
Making internal and external customers and their needs a primary focus of ones actions; developing and sustaining productive customer relationships.

Key Actions Seeks to understand customers Educates customers Builds collaborative relationships Takes action to meet customer needs and concerns Sets up customer feedback systems

Planned Behavioral Questions

1. Describe a time when you took action to provide quick and thorough service in response to an internal/external customers request or problem. 2. Tell me about your most difficult customer. Describe a specific interaction you had with this customer. [Listen for attitude and approach.] 3. What have you done to understand a customers point of view about a problem? Give me an example.
Situation/Task Action Result

Communication:

Customer Focus Rating: ______

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Continuous Learning
Actively identifying new areas for learning; regularly creating and taking advantage of learning opportunities; using newly gained knowledge and skill on the job and learning through their application.

Key Actions Targets learning needs Seeks learning activities Maximizes learning Applies knowledge or skill Takes risks in learning

Planned Behavioral Questions

1. Describe a situation in which you capitalized on an opportunity to learn a new skill. 2. In any new job there are some things we pick up quickly and other things that take more time to learn. In your last job, tell me about something you picked up quickly and something that took more time to learn. 3. Tell me about the steps you taken to improve your skill or performance? Give me an example of when you did this.
Situation/Task Action Result

Communication:

Continuous Learning Rating: ______

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Job Fit
The extent to which activities and responsibilities available in the job are consistent with activities and responsibilities that result in personal satisfaction; the degree to which the work itself is personally satisfying.
Questions

Many opportunities for: Details, Task Variety, Challenging Work, Relationship Building Few/No opportunities for: Commission, Travel, Compensation, Formal Recognition

1. [Challenging Work] Tell me about one of the most difficult and demanding tasks you have had. How satisfied/dissatisfied were you with that? 2. [Relationship Building] Tell me about a time when you had to work closely with others, building and maintaining relationships in order to accomplish a task. How satisfied/dissatisfied were you with that, and why? 3. [Compensation] Tell me about a time when you did or did not receive a high salary or generous monetary compensation (e.g., stock options) for your work. How did you feel about that?
When Satisfied/Dissatisfied What was Satisfying/Dissatisfying Why was it Satisfying/Dissatisfying

Communication:

Job Fit Rating: ______

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Interview Close

Final Checklist
1. Introduce the buy-time question. "Im going to ask a question that Id like you to think about for a few minutes before answering. While youre thinking, Ill review my notes to see if there is other information that I need. The question is: Why should you be considered for this position?" 2. Review notes While the candidate is thinking about the question, review your notes to identify any area where more information is needed, or information needs clarification. 3. Buy-time answer Ask for the candidates answer to the buy-time question.

4. Additional questions Ask any additional questions based on the review of your notes.

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Interview Close (continued)

5. Simulation (if used) Introduce simulation. "The next part of the interview will give you an opportunity to demonstrate your skills." Give an overview of the simulation process. Conduct simulation.

6. Position/Organization/Location Provide information on position, organization, or location. If you are the last interviewer, check the candidates understanding of these areas. (Note anything that appears to match or conflict with the candidates stated motivations and preferences.) Give candidate the opportunity to ask questions. (Note the questions asked here.)

7. End the interview. Explain next steps in selection process Thank the candidate for a productive interview.

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Post-interview Instructions
Complete each step after the interview.

1. Identify complete STARs throughout the Interview Guide. 2. Categorize STARs into appropriate dimensions. 3. Indicate whether each STAR is effective (+) or ineffective (-). 4. Consider the weight of each STAR according to its recency, impact, and 5. similarity to the target job. Determine the rating for each dimension. Record it on the line in the lower right corner of each page.
Use the following scale:

1 2 3 4 5 N W

Much less than Acceptable Less than Acceptable Acceptable More than Acceptable Much more than Acceptable

Additional Ratings: No opportunity to observe or assess Weak/Want more data (for example, 4W)

5H Too High 6. Evaluate the applicants behavior in the following observable dimension(s). Review your notes and determine whether the applicants behavior in each dimensions key actions was effective (+), neutral (/), or ineffective/absent (-). Then, use the scale from step 5 above to rate the applicants behavior in the dimension(s). Write the rating on the line provided. Clearly conveying information and ideas through a Communication variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message. ______ ______ ______ ______ ______ ______ Organizes the communication Maintains audience attention Adjusts to the audience Ensures understanding Adheres to accepted conventions Comprehends communication from others Communication Rating: ______

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this

Dimension Coverage Grid

Dimensions
Interviewer A (Expert)

Interviewers
Interviewer B Interviewer C

1. Job Fit 2. Communication 3. Integrity 4. Adaptability 5. Planning and Organizing 6. Building Effective Working Relationships 7. Customer Focus 8. Decision Making 9. Continuous Learning

Development Dimensions Intl, Inc.,

page as needed.

1999 - 2001. Permission is granted to licensee to photocopy this