宝洁 P&G 基于胜任力面试官评分表 免费

Behavioral Interview

for Management Candidates

P&G

8/04

Instructions

This Interview Guide is intended for the comprehensive interviews that are part of P&G's 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.

P&G’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 candidate's 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 Q&As): 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 Scale to make a rating for each Success Driver.

•Record the rating and sum ratings within each Power area.

•Sum across all Powers and convert total score a band score.

•Make judgment of PVP fit and record evidence on summary page.

•Check results against the guidelines for an offer and provide a hiring recommendation.

♦ The Decision Meeting

•The Lead Offering Interviewer convenes the meeting of interviewers.

•Share the conclusion of each interviewer.

•If all interviewers say “Yes,” each interviewer should still share any concerns.

•If all interviewers say “No,” each interviewer quickly summarizes his/her point of view on the candidate, just to

clarify/calibrate.

•When there are mixed votes, proceed as follows:

o Each interviewer focuses on demonstrated behaviors in the Success Drivers in question.

o Additional information (e.g., PVP Fit, retention issues, etc.) may be discussed at this point in the meeting.

o The “No” voter lists the Success Drivers where he/she has given a “1” or “2” ra ting. No additional explanation is given until each has shared his or her areas of concern. Split panel decisions cannot result in an offer.

However, interviewers may change their mind after discussion and may record their new evaluation on the

form. A t the end of the process, if all votes are “yes,” an offer can be made.

•The final decision to offer the candidate should take into consideration all available data.