Manufacturing – asdfasdf

Position Name: asdfasdf

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.

Walk us through your resume.

What type of environment do you thrive in? What type of management style do you enjoy most?

Transitional & Verification Questions

– Clarify any unclear information from resume or application
– Verify availability for work hours and schedule, start date, and other important details

What interests you about this role?

[Education Verification – example: Are you currently enrolled in a Master’s program?]

[Certification Verification – example: When did you complete your PMP Certification?]

What accomplishment on your resume are you most proud of?

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

List your top 3 technical skills.

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?

What specific areas (related to the position) do you consider yourself the most knowledgeable? What areas have you had less experience or do not feel as comfortable with?

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?

Collaboration

What collaboration tools do you find the most helpful for working on team projects and why? How do you use these tools?

Situation:

Action:

Result:

When circumstances are more difficult (i.e. tight deadline, lay off, labor negotiations, pulling a team together quickly)? Walk me through an example of how you worked with others to solve those difficult circumstances.

Situation:

Action:

Result:

Give me an example of when you were able to successfully communicate with another person in your department even though that individual may not have personally liked you (or vice versa).

Situation:

Action:

Result:

Describe an example where you enlisted active participation of others to solve a problem.

Situation:

Action:

Result:

Change Management

Describe for me the latest change you have implemented on your job or work team.

Situation:

Action:

Result:

Tell me about a situation where you needed to adjust quickly to a significant change in team or department priorities? What did you do? What was the outcome?

Situation:

Action:

Result:

Change is inevitable in the workplace. Describe a past event in which you helped to facilitate change in your organization. What process did you use to evaluate the impact or results of the change? How did you prepare and support employees impacted by the change?

Situation:

Action:

Result:

Business Acumen

How does your company make money? What are some of the variables that need to be aligned for this to happen?

Situation:

Action:

Result:

Give me an example of a time when you had to reduce expenses. How did you determine where to cut costs? What was the impact?

Situation:

Action:

Result:

Where do you predict your (industry/competition) is going in the next 18 months and why?

Situation:

Action:

Result:

Analytical/Detail Orientation

Please describe a project you worked on that required you to synthesize complex information. How did you do it?

Situation:

Action:

Result:

Describe the metrics to which you are held accountable. Why were these metrics chosen?

Situation:

Action:

Result:

Give me an example of a time when you used tools such as survey, research or statistics to define and resolve a problem.

Situation:

Action:

Result:

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 is one thing I should know about you that I haven’t asked?

What could you bring to this position that other candidates could not?

What do you hope to find in our organization that you don’t have now?

Interviewer Assessment

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?