Consulting – asdfadsfadsf

Position Name: asdfadsfadsf

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

Walk us through your professional background.

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

What are your short and long-term professional goals?

Transitional & Verification Questions

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

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

Are you able to perform the essential functions of this position with or without reasonable accommodation?

Will you now or at any point in the future require via sponsorship to work for us?

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?

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?

What has given you the greatest sense of achievement at work and why?

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?

Coaching & Mentoring

How would you differentiate coaching from managing?

Situation:

Action:

Result:

Describe when a coaching opportunity was successful/not successful. What made it successful/not successful?

Situation:

Action:

Result:

Tell me about a recent time you had to coach an employee to perform a task.

Situation:

Action:

Result:

Compassion

Tell me about a time that you made a decision you knew was in the best interest of the business, its customers, or your team – but it was inconvenient and caused more work for you and your team.

Situation:

Action:

Result:

Tell about a time when you put the needs of others ahead of your own at work.

Situation:

Action:

Result:

Describe a time when you were facing a challenging circumstance, personally or professionally, and you relied on the help of others.

Situation:

Action:

Result:

Conflict Management

Tell me about a difficulty you encountered in working with another department. What did you do to improve the situation?

Situation:

Action:

Result:

Tell me about a situation when you had to “stand up” for a decision you made even though it made you unpopular.

Situation:

Action:

Result:

Tell me about a time when you successfully challenged another’s idea.

Situation:

Action:

Result:

Creativity/Innovation

Tell me about a project or process that you personally designed. How did you get feedback and how did you apply it?

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 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?