business Structured Interview sample by IB4Qiw0

VIEWS: 6 PAGES: 13

									                            Assessment Centre

                            Structured Interview

                                  Sample




Date

Applicant

Interviewer

Applicant Position

Years in current position

Formal Qualifications



Training




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                                       Introduction

Cover with the applicant:
   This is a development process designed to identify potential ...............................
    Eg. Territory Sales Managers and to assist in the restructuring of the REGIONS.
   The interview and what we discuss should be based on you, not who you would
    like to be or the kind of person that you think is the right person for the JOB.
   Be yourself and answer openly and honestly at all times. This is the best way for us
    to evaluate if this is the right step for you at this time, and will ensure that you get the
    best opportunity to prove yourself.
   There is no right or wrong answer to any question.
   We are looking for fit and likely success in the organisation based on successful
    people in the past.
   We hope to be in a position to give you feedback on all you assessments by Date
   The interview is scheduled to last for 45—60 minutes.
   Are there any questions before we start?




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Part 1: Past Experience

                                                                                       Rating Scale
How to Rate Past Experience:                                                      Training Required     T
   Based on the questions and answers, you have to assess the applicant’s past   Development           D
    experience in relation to required experience                                 Required
   Probe with additional questions if you are not sure                           Coaching              C
   Explain the question in simple language if not clear                          Proficient            P
   Use the rating scale (on the right) to evaluate the answers                   Strength              S



Past Experience
The candidate passed experience in terms of its relevance to the Territory Sales Manager position
needs to be assessed.


Questions:
   Tell us about you sales experience
   Do you have any Sales Management experience? If so please discuss.
   What involvement have you had in retail management and market development?
   Discuss your experience in dealing with and managing customers?




Rate according to the rating scale:
   Does the candidate have Sales Manager experience?                                             Yes/No
   Has the candidate been involved in retail management?                                         Yes/No
   Does the candidate have a background in Market Development?                                   Yes/No
   Has the candidate experience in Customer Management?                                          Yes/No
Rating: Past Experience




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Part 2: Required Competencies

                                                                                           Rating Scale
How to Rate Competencies :                                                         Training Required      T
   Ask for examples of what the person has done before                            Development            D
   Insist on specific examples                                                    Required
   Explain the question in simple language if not clear                           Coaching               C
   Use the rating scale (on the right) to evaluate the answers                    Proficient             P
                                                                                   Strength               S

Personal Competencies
Initiative
The ability, ingenuity and alacrity to up with new, imaginative and original ideas, identifies fresh
approaches; breaks away from tradition
Questions:
 Tell us about a situation where you had to be imaginative and use your own initiative.
 What necessitated this action?
 What made it different from what had been tried before?
 What was the outcome of your actions?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   The candidate actions broke away from tradition                                                Yes/No
   His/her ideas were imaginative and original                                                    Yes/No
   The candidate took action without being prompted to by someone else                            Yes/No
   The idea was adopted by others                                                                 Yes/No
   A willingness to take charge and make a change was demonstrated by the candidate               Yes/No
Rating: Initiative




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Planning and Organising
The ability to physically define specific goals clearly, to prioritise activities and to mobilise resources
in a systematic manner to accomplish objectives.
Questions:
 Discuss a situation whether you had to manage a large project over and above your normal daily tasks –
   something that had a definite beginning and an end.
 How long did it take you to complete the project?
 How did you approach the project?
Questions for probing (to be added if not covered in answer to above question)
 Did you meet your deadlines?
 When commencing the project, how did you go about defining the goals?
 When commencing the project, how did you go abut prioritising?
 How did you go about scheduling activities to your project plan was effective?
 How did you manage changes to your plan?
 How did you manage your resources, namely people, time, budget etc?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Demonstrates an ability to set goals                                                          Yes/No
   Candidate was able to effectively priorities tasks                                            Yes/No
   Demonstrated an ability to mobilise resources                                                 Yes/No
   Demonstrates and ability to schedule tasks and activities                                     Yes/No
   Demonstrated effective monitoring mechanism to ensure objectives were met despite             Yes/No
    setbacks
Rating: Planning & Organising




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Interactive Competencies
                                                                                       Rating scale
How to Rate Dimensions:
                                                                                  Training Required       T
   Ask for examples of what the person has done before                           Development             D
   Insist on specific examples                                                   Required
   Explain the question in simple language if not clear                          Coaching                C
   Use the rating scale (on the right) to evaluate the answers                   Proficient              P
                                                                                  Strength                S



Interactive Reasoning
The ability to generate logical and convincing arguments clearly and spontaneously in order to
persuade or influence other’s opinions or mental attitudes.
Questions:
 Describe a situation where you have had to persuade or influence others opinions or mental attitudes
 Who were these people you had to persuade?
 How did you go about convincing them?
 How did you deal with challenging individuals?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Generated logical convincing arguments                                                            Yes/No
   Influenced opinions of others                                                                     Yes/No
   Able to influence even those who were sceptical                                                   Yes/No
Rating: Interactive Reasoning




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Team Orientation
The willingness to participate as a full member of a team of which he/she is not necessarily the leader
and effectively contribute, even when the team is working on something of no direct personal
interest.


Questions:
Teams are part of everyday sales environments – you have the team that work below you e.g. driver
salesmen or you are part of a management team.
 Give an example where you were required to participate as part of a team in order to achieve a goal?
 What was the way that the team worked together?
 What constructive contributions did you make to the achievement of the teams objectives?
 How did the team do?
 What did you do to celebrate your achievements?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Actively participated as a team member                                                        Yes/No
   Made constructive contributions to ensure achievement of team objectives                      Yes/No


Rating: Team Orientation




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Leadership Competencies
Guiding and Utilising
Clearly and comfortably delegates both routine and important tasks and decisions; effectively
allocates responsibility with the view of utilising the capabilities of others and to develop them
systematically to greater efficiency
Questions:
 How do you deal with delegation? Do you end up doing everything yourself?
 What are the important elements for you when it comes to delegating?
 How do you ensure those tasks are delegated to the appropriate people?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Demonstrates a willingness to delegate                                                        Yes/No
   Has an awareness of strengths and weaknesses of individual team members                       Yes/No
   Assigns tasks based on the capabilities of team members                                       Yes/No
   Assigned task that would help develop and grow team members                                   Yes/No
Rating: Guiding and Utilising




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Empowering and Motivating
Delegates responsibilities to appropriate subordinates, gives them latitude to exercise their own
initiative and invests in them the power and authority to accomplish tasks effectively. Displays
personal warmth and encouragement that will inspire and motivate others.


Questions:
 What is your understanding of the concept of ‘empowerment’ in the work place?
 In your experience, what erodes empowerment?
 Give an example where you have successfully empowered someone you have been responsible for?
 How have you dealt with demotivated people?
 How do you keep people motivated?
 What is your belief or approach with regard to motivation of others?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Understands the frustrations and needs of others                                              Yes/No
   Recognises and rewards the team to keep them motivated                                        Yes/No
   Demonstrates encouragement and support of the team                                            Yes/No
   Looks for opportunities to grow subordinates                                                  Yes/No


Rating: Empowering and Motivating




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Customer Orientation
                                                                                      Rating scale
How to Rate Dimensions:
                                                                           Training Required    Training
   Ask for examples of what the person has done before                                         Required
   Insist on specific examples                                            Development          Development
                                                                           Required             Required
   Explain the question in simple language if not clear
                                                                           Coaching             Coaching
   Use the rating scale (on the right) to evaluate the answers
                                                                           Proficient           Proficient



Customer Focus
Is dedicated to meeting expectations and requirements of internal and external customers; uses first-
hand customer information for improvements in products / services; acts with customers in mind;
establishes and maintains effective relationships with customers.


Questions:
 Discuss a situation where you had to deal with a customer service issues
 How did you deal with the situation?
 What was the outcome?
 How do you ensure that you maintain effective relationships with your customers?
Probing Questions (to be added if not covered in answer to above question)
 How did you make use of information provided by customers to the benefit of your organisation
 How did you ensure the expectations of your customers were met?
 What did you do to ensure that a similar situation does not happen in the future?




Evidence: Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Tries to anticipate customer needs                                                               Yes/No
   Identified the actual problem and how it came to happen                                          Yes/No
   Took steps to investigate the complaint                                                          Yes/No
   Took steps to address the issues and ensure that the problem would not re-occur                  Yes/No
   Demonstrated an understanding of the importance of the customer                                  Yes/No
   Provided feedback or followed up with the customer                                               Yes/No


Rating: Customer Focus




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 Part 3: Other (Secondary Ratings)

Instruction to interviewer: Based on your discussion so far, how would you rate the applicant on the
following aspects?


Communication
The ability to clearly and concisely communicate ideas and views
Key Behaviours/Actions: (Did the applicant display/demonstrate any of the following?)
   Speaks clearly                                                                        Yes/No/Unsure
   Expresses ideas effectively                                                           Yes/No/Unsure
   Presents thoughts in a logical way                                                    Yes/No/Unsure
   Listens                                                                               Yes/No/Unsure
   Maintains eye contact                                                                 Yes/No/Unsure
   Presents ideas in an assertive, confident manner                                      Yes/No/Unsure
   Is able to hold peoples attention                                                     Yes/No/Unsure
   Would be able to influence people at a more senior level to themselves                Yes/No/Unsure
   Is able to sell a concept                                                             Yes/No/Unsure


Rating: Communication




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Conclusion

Close:
   Any questions?
   Say thank you very much when the interview is complete.
   Ensure that they know when they will receive feedback.
   Do not commit to success immediately after the interview.
   Explain the next step in the process.


To Do:
   Write down all the missing notes that you did not manage to write down during the interview
   Rate the scales for each individual question based on the assessor guide
   Rate the overall impression scales, again using the assessor guide.
   Total up the score and write down on the assessor summary sheet.


Interviewer Comments and Recommendations




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                                    Scoring

                                                         Score

          Part 1: Past Experiences
          Past experience


          Total

          Part 2: Required Competencies
          Personal           Initiative
          Competencies       Planning & Organising
          Total

          Interactive        Interactive Reasoning
          Competencies       Team Orientation

          Total


          Leadership         Guiding & Utilising
          Competencies       Empowering and Motivating
          Total

          Customer           Customer Focus
          Orientation
          Total
          Total


          Part 3: Other
          Communication (Oral)
          Total




9/22/12                                                          Page 13 of 13
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