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Behavioral Interview
for Management Candidates
8/04
Instructions
This Interview Guide is intended for the comprehensive interviews that are part of PGs Success Drivers Selection System for selecting Management new hires. More detailed instructions and guidelines are provided in The Best Practices in Selection Interviewing reference guide available from your HR or Talent Supply department.
PG’s standard for interviewing includes:
a minimum of THREE judgments for each candidate on all Success Drivers;
two pieces of evidence for each Success Driver; and
a judgment regarding Fit with PVP.
For Screening Interviews, at least one Success Driver per Power is evaluated and used to represent the Power score.
? Preparing for the Interview
Allot sufficient time for the interview.
Review the Success Drivers model and the rating scales for each Success Driver.
Review the candidates application and background information.
Select or develop lead and probing questions based on background information and Success Drivers.
Note questions and background information on Gathering Evidence page of this form.
? Conducting the Interview
If conducting a panel interview, decide which interviewer will have the lead role.
Interview flow (responsibility of the Lead Interviewer if conducting a panel interview)
Opening: Welcome, Introductions, “Small talk”
Agenda: Explain the purpose and flow of the interview and role of the other interviewers.
Getting Information (Resume/CV): Probe more deeply into background information.
Getting Information (Success Drivers): Probe each Success Driver rotating questions among the Power areas.
Giving Information (Candidate QAs): Conclude the gathering evidence portion of the interview; ask the candidates if he/she has any questions.
Next Steps (Closing): Outline next steps; thank the candidate; escort candidate to next event on schedule.
? Evaluating the Interview
Immediately following the interview, review the evidence collected.
Use the Rating S
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