Job Interview Questionnaire Template

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INTERVIEW TEMPLATE CONDUCTING AN INTERVIEW When conducting an interview, the goal is to learn about the interviewee’s skills, experience, work style and character. It is crucial that all team members understand and thrive in [COMPANY NAME]’s work culture and will be a contributing member in supporting the company’s overall vision, mission and guiding statements. [COMPANY NAME] is looking for long-term employees who will stay for at least two years but ideally much longer.

The interviewer should augment the below “General Questions” list with technical questions that are specific to the job for which he/she are interviewing; not all general questions will be appropriate or relevant for every job.

Further, when interviewing individuals for a job, it is important to recognize and combat unconscious biases1 to ensure the interview process is as gender-equal and inclusive as possible, per [COMPANY NAME]’s policy on gender-inclusive interviewing and hiring.

SUGGESTED QUESTIONS AND CONVERSATION GENERAL QUESTIONS 1. Tell me about your background – your career progression to date and how you ended up applying for this position?

2. Describe to me your prior work experience and how it directly relates to the roles and responsibilities of [JOB YOU ARE HIRING FOR] as described in the job description?

3. I imagine you have done some research on [COMPANY NAME] - How would you describe [COMPANY NAME] to me?

4. What are your long-term career goals? What is your dream job?

5. What can you imagine would be the most challenging part of [JOB YOU ARE HIRING FOR]?

6. What can you do with your eyes closed - What would people come to you to seek your help? (Strengths) 7. What do you struggle with or find to be mundane and boring tasks? What do you go to other people to help you with? (Weakness) 1

Unconscious biases can take many forms, including the following: ●

In-group Bias: A tendency to favor members of our in-group and neglect members of out groups

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Confirmatory bias: Seek facts or interpret information that confirm existing beliefs

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Implicit stereotype: When we judge others according to our unconscious stereotypes

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Affinity bias: Favor those with whom we share characteristics

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Benevolence bias: Bias wrapped up as kindness

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Groupthink: When the desire for group harmony overrides rational decision-making

Source: https://www.thepeoplespace.com/ideas/articles/top-six-workplace-biases-infographic

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8. How do you relax from work and stress? What do you do for fun?

9. Describe the type of work environment in which you flourish.

10. What is your experience of working in diverse teams?

11. How would you advocate for diversity, equity, and inclusion with colleagues who do not understand their importance? And, in your opinion, why are they important?

12. Provide me with an example of a mistake you have made and how you fixed it? What did you learn from it?

13. Do you have any experience in training / staff development? (If interviewing for a management position) 14. Do you have any experience in managing a team / direct reports? (If interviewing for a management position) 15. Can you give me an example of how you make your direct reports feel a sense of inclusion, belonging and equity on a daily basis? (If interviewing for a management position) 16. What is your long-term vision?

17. What things do you admire in other people you have worked with?

18. What things frustrate you about other people you have worked with?

19. Let me pause and ask: do you have any questions for me?

TACTICAL QUESTIONS 1. What are your salary expectations for this position?

2. What are your current obligations, and when would you be available to start a new role?

CLOSING PROCEDURAL COMMENTS 1. Inform candidate of the anticipated timeline for: a.

Hearing back from you on next steps (either positively or negatively)

b.

The anticipated timeline for the entire hiring process

2. Inform the candidate what the next phase of the process will entail (if selected to advance) POST-INTERVIEW ANALYSIS Immediately following the interview, provide the candidate a score in each of the following areas: Interviewer Name

Skill (1-10)

Culture (1-10)

Economics (1-10)

TOTAL

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Further, make a bulleted list of your overall comments on your assessment of the candidate, their potential strengths, and their potential weaknesses for the role and, finally, a “YES” or “NO” for advancing to the next round.