ALD INTERVIEW EXPERIENCE GUIDE
AUGUST 2024
Confidential - Do Not Copy or Distribute
TABLE OF CONTENTS 1. Introduction - The ALD Experience 2. Preparing for Interviews 3. Setting Yourself Up for Success 4. Optional Interview Pre-Work 5. Interview Question Bank – Individual Contributor 6. Interview Question Bank – People Leaders 7. Interview Question Bank – Manager of Managers 8. Post Interview Expectations 9. Candidate Grading 10. Resources/Trainings
THE ALD EXPERIENCE
Welcome to the ALD Interview Experience Guide!
As an interviewer, your role is crucial in shaping our division and attracting top talent. By setting yourself up for success, you help ensure we continue to hire amazing individuals. We value your dedication and contribution to the team. Thank you!
THE ALD EXPERIENCE
THE AMERICAN LIBERTY DIVISION MISSION, VISION, AND MINDSET
Mission
Internal Partnership and External Trust
Vision
Running a distinct ALD business Mindset
Act and Execute as the Brand Owner
SETTING YOURSELF UP FOR SUCCESS
Pre-Interview: Job Personas and Career Chat
When a candidate selects an interview slot time, they will receive:
• Job persona document
• Career chat video specific to the role
With the candidate having an overview of the role, you can briefly review and align your questions with the provided content, maximizing the interview time and offering a chance to truly get to know the candidate.
Job Personas can be found: Here
Career Chat can be found: Here
PREPARING FOR AN INTERVIEW
Interview Prep Checklist:
Meet with recruiter
Complete Intake form
Align on pre-screening questions/information
Review candidate resume(s)
Work with recruiter to set up interview time slot(s)
Communicate any pre-work if applicable
Allocate debrief time in between interviews if applicable
Align on competencies and qualities you are looking for in a candidate
Review Interview Question Bank
Effective preparation as an interviewer is crucial for leaving a positive impression on candidates and instilling confidence in your ability to select the right candidate for the team.
(OPTIONAL) INTERVIEW PRE-WORK OPPORTUNITIES
Welcome to the optional interview pre-work section! Here, we offer creative approaches to the interview process, recommended by industry leaders, to gain deeper insights into our candidates.
Explore these opportunities to enhance your interview experience and uncover the best talent for your team!
1. 30-60-90 Day Plan: Candidates can provide a document outlining their 30-6090 plans/objectives if given said role.
Ideal for: Manager of Managers
2. Role play: Candidates are provided a scenario related to their role in which they are expected to expound upon in the interview
Ideal for: All positions
3. Candidate About Me Slide: Candidates prepare a slide that allows them to share a little bit about themselves for the interviewer(s)
Ideal for: All positions
INTERVIEW GUIDES
for Individual Contributor
for People Leaders
Click ‘HERE’
Interview Guide Click ‘HERE’
Interview Guide Click ‘HERE’ for Manager of Managers Interview Guide
QUESTION BANK – INDIVIDUAL CONTRIBUTOR
Thinks Like A Brand Owner Acts in a Customer-Centric Manner Leveraging Capabilities
Building High Performing Teams
• Demonstrates a drive for excellence
• Proactive pursuit of opportunities, activities and achievement that positively impacted the business and others around them
• Assumes positive intent and seeks to understand others’ opinions
• Takes personal accountability and ownership for the customer experience, both internal and external
• Acts with integrity and professionalism and takes accountability for actions that affect our people and the business
• Takes pride in work and holds themselves accountable to achieve key results
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
• Takes action and ownership to achieve key results, executing excellence
• Demonstration of entrepreneurial drive
QUESTION BANK – PEOPLE LEADERS
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading business growth.
COMPETENCY BANK – MANAGER OF MANAGERS
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
Acts in a Customer-Centric Manner Leveraging Capabilities
• Assumes positive intent and seeks to understand others’ opinions
• Takes personal accountability and ownership for the customer experience, both internal and external
• Uses knowledge of business drivers and leverages SGWS capabilities to lead actions and influence local decisions leading to business growth.
POST INTERVIEW EXPECTATIONS
Post interview Checklist:
Debrief Interview
Take the full interview into account
Were all questions answered?
Do you see the candidate as a great fit for the team as they are today?
Did they meet the competencies/behaviors required for the role?
Score candidate directly after interview
Provide constructive feedback that can be shared with candidate
Follow up with recruiter regarding final decision/communication
EFFECTIVE POST-INTERVIEW FEEDBACK TIPS
At ALD, we value constructive feedback. Even if a candidate isn’t selected, we ensure a positive lasting impression by providing thoughtful insights. The follow-up process after interviews is crucial as it reflects our commitment to transparency and respect
• DO:
• - Be specific and objective
• - Be constructive
• Encourage growth and development
• -Capture feedback
SAMPLE FEEDBACK EMAIL
Position/Role
Position/Role
Candidate
TRAININGS & RESOURCES
ALD Interview Skills Workshop
Frequency: by request
Contact: Kelli Cleary
Interview Central Navigation
Frequency: by request
Contact: Peggy Moceri
SGU Courses
Frequency: self led
Contact: -
ALD Interview Skills Workshop
Frequency: by request
Contact: Kelli Cleary
LinkedIn Learnings
Topic:
ALD Interview Skills Workshop
Frequency: by request
Contact: Kelli Cleary