The Performance-based Hiringsm Structured 2-Way Interview Job Title: _________________ Candidate: ________________ Interviewer: _______________ Note: this interview approach is based on using a performance-based job description in conjunction with the Performance-based Interview. The focus is on measuring the quality of the person’s accomplishments in relationship to the actual job that needs to be done.

Introduction & Overview Interviewer Give quick overview of position, 2 minutes max Ask candidate to give 2- minute summary of how background fits job needs Ask why looking and what person would require to seriously consider a new job Candidate Ask about real job needs, if not clearly described Provide short overview of background based on real job needs Describe why looking, what’s important in changing jobs, and why factors are important ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Stay Objective Interviewer Candidate Collect evidence for at least 30 minutes before making any yes or no decision Be aware of your 1st impression bias and put it in the parking lot Ask people you like more in-depth questions Assume people you don’t like are extremely competent Candidate Be prepared and on-time! Give 1-2 minutes answers using the SAFW technique Lean forward in your chair as you answer questions Be engaged in a conversation Ask the interviewer to describe real job needs if they are not apparent ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Conduct Work-history Review Interviewer Go through highlights of resume, note progression Ask for big accomplishments at each job Look for Achiever Pattern: summary of awards & recognition Explain all gaps in employment Find out how & why changed last 2-3 jobs & if it was worth it Candidate Be in a position to explain all gaps in employment Explain why you changed jobs and justify rationale Highlight all of your honors, awards and promotions Key: explain your progression over time: bigger jobs and more responsibility ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Review Major Accomplishments Interviewer First get quick highlights of major accomplishments at each job Select a few that are most comparable to your job needs Explain some of your critical job objectives and why they’re important Candidate Be prepared to discuss your major accomplishments at each job Prepare a list of strengths and weaknesses Be able to explain each one as part of a major accomplishment ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Ask MSA Question for 2-3 Accomplishments Interviewer Describe a major job objective and ask candidate to describe most comparable major accomplishment Conduct detailed fact-finding to uncover core competencies and process of success Get individual and team accomplishments Ask SMARTe questions Candidate Be prepared to present SMARTe information for each accomplishment S: specific task M: metrics and details A: actions taken and your role R: results vs. plan and deliverable T: time frames and dates e: environment, pace, resources ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Ask One Problem-solving Question Interviewer Describe a major problem the candidate is likely to face on the job. This uncover thinking skills. Ask the candidate how he or she would figure out how to solve it Engage in a 2-way discussion to understand the candidate’s approach to problem-solving Anchor: ask candidate to describe a comparable accomplishment Candidate Uncover this problem if the interview doesn’t mention it Ask as many questions as necessary to understand the problem Describe how you’d go about solving the problem and implementing a solution Describe something you’ve accomplished that’s most comparable ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Allow Candidate to Ask Questions Interviewer Delay questions from candidate until near end of interview Ask candidate if he/she has any questions about the job that are unclear Ask candidate to ask about the company, its prospects and how job relates to major initiatives Ask if candidate is interested in pursuing this opportunity, and if so, why Candidate Have a list of meaningful questions ready to ask Ask why the position is open Focus on impact of job on business objectives Ask about resources available and timeframes Ask about the most significant problem or challenge in the job Describe related major accomplishment if needed ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

End the First Interview Interviewer Tell candidate where he/she stands If interested in candidate describe next steps Don’t oversell, instead explain challenges in job and where candidate fits & where there are some opportunity gaps Ask if the candidate is interested in proceeding and, if so, why Candidate Ask where you stand If vague, ask if there are areas in your background that are missing or are of concern Attempt to provide a specific accomplishment to close this gap If interested in job, tell the person why Don’t be too hungry or too passive ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

Making the Assessment Interviewer Candidate Use the Quality of Hire Talent Scorecard to summarize your evaluation Compare the candidate’s past performance to the performance-based job description If a person scores 3 or better on all factors, the person would be a top candidate Candidate Consider how this job compare to others your considering Putting the money aside, does this job represent a career move If you’re interested in job, send an email & explain why. Send some relevant info to help reinforce your interest ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com

For the Complete Program Interviewer Candidate BUDURL.COM/EGFH5 ©2015. All Rights Reserved  louadlergroup.com  info@louadlergroup.com