Nonprofit –

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.

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?

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

List your top 3 technical skills.

Adaptability

Tell me about a time when you had to deal with changes in organizational direction that impacted your work. How did you respond?

Communication

Describe an example of when you have been called upon to present in front of a group. How did you prepare? Was the presentation a success? How could you tell?

Tell me about a recent time when an e-mail or verbal conversation was misinterpreted by your team or employees. What was the situation and the outcome?

Emotional Intelligence

What sort of impression do you think you have made with your executive-level management team? Why do you say that?

Facilitation/Presentation

In a meeting, how do you manage contrary opinions? Give me an example of when that went well/didn’t go well.

Describe a time when you were particularly successful in your facilitation skills to achieve the desired result.

Sales

How do you prepare for a cold sales call?

Tell us about a time that you promised a customer something before securing agreement internally.

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?

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?