1. 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.

2. 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
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3. 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
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4. 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
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5. 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
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6. 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
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7. 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
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8. 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
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9. 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
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10. 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 & explain why.
Send some relevant info to help reinforce your interest
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11. For the Complete Program
Interviewer
Candidate
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