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Interview Score Card and Reference Check

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Interview Score Card and Reference Check Powered By Docstoc
					Interview Score Card &
Reference Check
This interview score card provides sample interview questions that companies can ask
applicants. After each set of questions, a score card is included whereby the company
can score the applicant’s answers. In addition, a reference check is included where the
company can call the applicant’s references to verify their work habits, past
employment, personal characteristics, and more. This score card and reference check is
ideal for small businesses that want an organized way to score job applicants.




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                                INTERVIEW SCORE CARD & REFERENCE CHECK



Professional Experience

Goal: Applicant should have a balance of related work experience and education credentials

Please tell us about your education and the steps in your career. Put a focus on the aspects that qualify you for
the position in our company.

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Questions about minimum criteria (techniques, materials, industrial sectors…)

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Personal Experience Score:

         1        2         3                           4        5        6         7       8       9

                                                                                            

         Doesn’t reach expectations                     Fulfills expectations       Exceeds expectations

         • Holds no degree                              • Holds degree              • Has several degrees

         • No experience                                • Has some experience       • Plenty of experience

         • No project experience                        • Some project management   • Managed projects




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Team Spirit

Goal: Applicant should help build up a trusting and productive relationship with colleagues

When did you have the chance to build up a team? What was your strategy? Were you satisfied with the result?
What was your role?

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Who is currently replacing you in times of absence? Which strategies do you use to promote teamwork in your
team? How do you assure teamwork?

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What was the most severe conflict between your subordinates/team members you had to settle? Situation? Were
the people concerned satisfied with the solution?

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Team Spirit Score:

         1        2         3                           4        5        6         7       8     9

                                                                                          

         Doesn’t reach expectations                     Fulfills expectations       Exceeds expectations

         • Thinks in hierarchical structures            • Integrates outsiders      • Identifies team knowledge

         • Promotes competition in team                 • Promotes mutual help      • Recognizes conflicts

         • Not much meeting experience                  • Some meeting experience   • At least weekly meetings




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Resilience

Goal: Applicant should schedule time and energy to match goals and should handle stress and pressure.

What is a typical situation in your current job that causes you stress? What do you do about it?

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Tell us about a time when you realized you were caught up in too much stress? Did you succeed in reducing it?
Causes?

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Tell us about the situation when your subordinates complained to you about too high work load.
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Do you manage your stress load in a systematic way? How? (Techniques, delegation??)

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__________________________________________________________________________________________
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Resilience Score:

         1        2         3                           4        5        6       7       8      9

                                                                                         

         Doesn’t reach expectations                     Fulfills expectations     Exceeds expectations

         • Doesn’t handle stress well                   • Sets clear priorities   • Has long-term strategy

         • Wastes time in details                       • Delegates effectively   • Relieves stress effectively

         • Not aware of health risks                    • Able to trust others    • Constantly improving




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Result Orientation

Goal: Operates with strong focus on performance and results, incorporating an entrepreneurial spirit.
Effectively controls personnel, financial, physical and time resources.



Tell us about a time when the (economic) targets in your job were set very high.

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How do your current goals interact with the strategic company goals?

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Please think about a previous position you were in. Tell us about a strategic decision/goal that you had to fulfill
but did not agree with. What were the alternatives? What did you do about it?

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Result Orientation Score:

         1        2         3                           4        5        6          7       8      9

                                                                                            

         Doesn’t reach expectations                     Fulfills expectations        Exceeds expectations

         • Not aware of risks                           • Can name risks             • Budgets responsibility

         • Can’t prove result situation                 • Recognizes key processes   • Precise planning

         • Does not set own goals                       • Sets own goals             • Maps out targets




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Project Management



Please tell us about a project you managed/you were working in. What was the target? Crucial steps? How did
you plan it?

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What was the organization structure in your project team? Would you change it if you could?

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How did you assure some form of knowledge management after your project was finished (lessons learnt/best
practice)?

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Project Management Score:

         1        2         3                           4        5        6                7       8     9

                                                                                                 

         Doesn’t reach expectations                     Fulfills expectations              Exceeds expectations

         • No project experiences                       • Knows how to plan a project      • Has vast project experience

         • Not similar projects                         • Tracks project costs             • Clear project understanding

         • Can’t handle deadlines                       • Assesses regular documentation   • Plans ahead for changes




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Persuasiveness

Goal: Obtains cooperation even in controversial points of view. Motivates staff in difficult situations with own
confidence. Represents the company’s interests in a trustworthy and convincing manner.

Describe a situation when you had to convince others of an innovation/new idea that you wanted to introduce.
How did you proceed? What was realized in the end?

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Please tell me about a situation when you were not able to convince others of your goals. What was the goal?
How did you go about? What did others oppose to?

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Persuasiveness Score:

         1        2         3                           4        5        6                 7        8     9

                                                                                                   

         Doesn’t reach expectations                     Fulfills expectations               Exceeds expectations

         • Not decisive                                 • Show/defends self                 • Integrates other’s arguments

         • Can’t gain a reaction                        • Solves complex problems           • Builds other’s trust

         • Illogical arguments                          • Connects own goals with other’s   • Brings forward good perfor.




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Initiative

Goal: Shows initiative, seeks challenges and sets personal goals. Shows an active approach towards own
personal and professional career advancement.

Can you tell us about a situation in your job when you took over a task and successfully accomplished it? Why
did you do it? What was the result?

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Which changes have you initiated in your current role?

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Have you ever been in a situation where you had to act without prior approval and therefore surpassed your area
of responsibility?

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Initiative Score:

         1        2         3                           4        5        6          7        8     9

                                                                                            

         Doesn’t reach expectations                     Fulfills expectations        Exceeds expectations

         • Avoids risks                                 • Acts promptly/decisively   • Realizes own potential

         • Doesn’t promote change                       • Pursues personal goals     • Takes personal initiative

         • No personal awareness                        • Develops own ideas         • Makes substantial decisions




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Customer Orientation

Goal: Strives to address and surpass the needs of internal and external customers. Builds a fair and sustainable
business partnership with the customer by representing the company as an excellent service supplier.

Describe a situation when you proved exceptional customer orientation. What was the customer’s situation?
What was the result of your actions? What was your role?

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In your opinion, what is your personal key to a successful customer satisfaction?

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Customer Orientation Score:

         1        2         3                           4        5        6              7        8    9

                                                                                               

         Doesn’t reach expectations                     Fulfills expectations            Exceeds expectations

         • No customer service exp.                     • Some customer service exp.     • Long term customer views

         • Doesn’t think of all customers               • Positive overall attitude      • Customers trust him/her

         • Sets own priorities higher                   • Puts self in customers shoes   • Creates customer awareness




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Responsibility

Goal: Take on responsibility and accepts the consequences. Encourage accountability and disclosure in various
processes.

Give us an example of a situation in which you made a wrong decision in any of your previous positions. What
did you do to rectify your mistake?

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Which strategies do you use when you realize that you or one of your team members has made an incorrect
decision in your day to day activities?

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Responsibility Score:

         1        2         3                           4        5        6             7        8    9

                                                                                              

         Doesn’t reach expectations                     Fulfills expectations           Exceeds expectations

         • Denies making mistakes                       • Admits making some mistakes   • Takes blame for mistakes

         • No responsibility in current job             • Some job responsibility       • Management responsibility

         • Prepared to give false info                  • Discloses truth when needed   • Always discloses truth




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Reference Check



Name of First Reference: _____________________________________________________

Relationship to Applicant: _________________________________________________

Person Checking Reference: _______________________________________________

In what facility and in what capacity were you associated with the applicant?

__________________________________________________________________________________________
__________________________________________________________________________________________

How long was your association with the applicant?

__________________________________________________________________________________________
__________________________________________________________________________________________

How would you rate the applicant’s interpersonal skills?

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Did the applicant require significant supervision?

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Was the applicant professional in appearance and conduct?

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Did the applicant accept and follow instructions well?

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__________________________________________________________________________________________

How were the applicant’s time management skills?

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Was there ever a drug or alcohol concern with the applicant as far as you were aware?

__________________________________________________________________________________________
__________________________________________________________________________________________

Was there ever a concern with tardiness or absences?


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__________________________________________________________________________________________
__________________________________________________________________________________________

If you were in the position to do so, would you hire the applicant again?

__________________________________________________________________________________________
__________________________________________________________________________________________



Name of Second Reference: _____________________________________________________

Relationship to Applicant: _________________________________________________

Person Checking Reference: _______________________________________________

In what facility and in what capacity were you associated with the applicant?

__________________________________________________________________________________________
__________________________________________________________________________________________

How long was your association with the applicant?

__________________________________________________________________________________________
__________________________________________________________________________________________

How would you rate the applicant’s interpersonal skills?

__________________________________________________________________________________________
__________________________________________________________________________________________

Did the applicant require significant supervision?

__________________________________________________________________________________________
__________________________________________________________________________________________

Was the applicant professional in appearance and conduct?

__________________________________________________________________________________________
__________________________________________________________________________________________

Did the applicant accept and follow instructions well?

__________________________________________________________________________________________
__________________________________________________________________________________________

How were the applicant’s time management skills?

__________________________________________________________________________________________
__________________________________________________________________________________________

Was there ever a drug or alcohol concern with the applicant as far as you were aware?
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__________________________________________________________________________________________
__________________________________________________________________________________________

Was there ever a concern with tardiness or absences?

__________________________________________________________________________________________
__________________________________________________________________________________________

If you were in the position to do so, would you hire the applicant again?

__________________________________________________________________________________________
__________________________________________________________________________________________




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© Copyright 2013 Docstoc Inc. registered document proprietary, copy not                                                   18

				
DOCUMENT INFO
Description: This interview score card provides sample interview questions that companies can ask applicants. After each set of questions, a score card is included whereby the company can score the applicant’s answers. In addition, a reference check is included where the company can call the applicant’s references to verify their work habits, past employment, personal characteristics, and more. This score card and reference check is ideal for small businesses that want an organized way to score job applicants.