STRUCTURED INTERVIEW FOR PRODUCTION WORKER
NAME OF CANDIDATE: ______DATE:______
NAME OF INTERVIEWER: ______
INSTRUCTIONS TO THE INTERVIEWER:
For each question answered, circle the rating for each question asked of the candidate as follows:
1for responses that are less than you expected (unsatisfactory)
2for responses that you expected (satisfactory)
3for responses that are more than you expected (more than satisfactory)
RELATE TO THE APPLICANT: (if you are not a skilled interviewer or you are concerned about violating the anti-discrimination laws, you may read this script.)
We (I) will be conducting a structured interview. This allows us (me) to be consistent, to elicit the kind of information needed to make a decision about you and to be certain we (I) comply with the anti-discrimination laws affecting employment interviews.
Start here:
Before I ask you some very specific questions, I would like for you to tell us generally about your past. I am particularly interested in how you feel you were influenced by your upbringing to pursue your chosen career.
(NOTE: Do not ask about birthplace, nationality, religion, etc., as you may violate the Civil Rights Act.
Listen for information that will tell you whether the candidate is a leader; was s/he forced to grow up early because of home issues? Was there a strong parental influence? Was there a strong work ethic? Listen for information that tells you whether this candidate was forced to be independent, make decisions, care for siblings, etc. This is important information as adults are shaped and molded by early experiences. The answers to this question will tell you about the value system of the candidate and how this candidate views work. (Example: We often find that the person who grew up “in poverty” may be motivated by compensation and benefits. The people who grew up feeling unimportant or who lacked attention are often over-achievers and are impressed by TITLES and awards! Since value systems drive our behavior as the hidden motivators of our life, it is critical to get to the heart of the value system quickly.)
If you decide to use this question first, be careful never to ask about age or race, “church affiliation” or anything that would cause an observer to conclude that you have a bias. You are trying to evaluate work ethic, stamina and work ethic.
Notes Here:
Now, I have some specific questions:
Why did you apply for this position with us? 1 2 3
What kind of work have you done in the past that you liked? 1 2 3
How many total years of education do you have? 1 2 3
What subjects in school did you do best? 1 2 3
Tell me what kind of skills you have that you think will be useful to us. 1 2 3
Tell me about your current (or most recent) job and what you were required to do. 1 2 3
While you were doing your job each day, how close by was your supervisor?1 2 3
What is the heaviest object you were required to lift at work? How often?1 2 3
Why do you want to leave your job or your company? 1 2 3
Tell me about the pay and benefits you had in your last job? 1 2 3
Tell me what your most recent supervisor will say about you when we ask
about your work or your attitude. 1 2 3
What kind of score did you get on your last performance review?
What suggestions did you get from your supervisor about improvement?1 2 3
In all of the jobs you have had, how many times has a supervisor talked to you
about unsatisfactory performance?1 2 3
How many days last year were you late or absent from work?
(Caution: We are not allowed to ask why because of employee medical confidentiality.) 1 2 3
What are the ideal hours you would like to work?1 2 3
What problems would you have working overtime?1 2 3
About how many hours in a week, on average, did you work overtime
at your last or most recent job?1 2 3
If you were required to work second shift, what kind of problems would
that create for you? 1 2 3
When are you available for work? 1 2 3
How far do you live from here? 1 2 3
Are you aware that we will conduct a drug test if we hire you? 1 2 3
Based on where we are located and where you live, tell me what
arrangements you have made to get to work? 1 2 3
Would you have a problem working around dust, cold air, heat, or noise? 1 2 3
If we hire you, what situation would cause you to leave?1 2 3
Why did you think you would be an ideal employee for us to hire?1 2 3
SCORING: Totals 1_____ 2_____ 3_____
WAREHOUSE WORKER
STRUCTURED INTERVIEW
NAME OF CANDIDATE:______DATE:______
NAME OF INTERVIEWER:______
INSTRUCTIONS TO THE INTERVIEWER:
For each question answered, circle the rating for each question asked of the candidate as follows:
-for responses that are less than you expected (unsatisfactory)
=for responses that you expected (satisfactory)
+for responses that are more than you expected (more than satisfactory)
RELATE TO THE APPLICANT: (if you are not a skilled interviewer or you are concerned about violating the anti-discrimination laws, you may read this script.)
We (I) will be conducting a structured interview. This allows us (me) to be consistent, to elicit the kind of information needed to make a decision about you and to be certain we (I) comply with the anti-discrimination laws affecting employment interviews.
Start here:
Before I ask you some very specific questions, I would like for you to tell us generally about your past. I am particularly interested in how you feel you were influenced by your upbringing to pursue your chosen career.
(NOTE: Do not ask about birthplace, nationality, religion, etc., as you may violate the Civil Rights Act.
Listen for information that will tell you whether the candidate is a leader; was s/he forced to grow up early because of home issues? Was there a strong parental influence? Was there a strong work ethic? Listen for information that tells you whether this candidate was forced to be independent, make decisions, care for siblings, etc. This is important information as adults are shaped and molded by early experiences. The answers to this question will tell you about the value system of the candidate and how this candidate views work. (Example: We often find that the person who grew up “in poverty” may be motivated by compensation and benefits. The people who grew up feeling unimportant or who lacked attention are often over-achievers and are impressed by TITLES and awards! Since value systems drive our behavior as the hidden motivators of our life, it is critical to get to the heart of the value system quickly.)
If you decide to use this question first, be care never to ask about age or race, “church affiliation” or anything that would cause an observer to conclude that you have a bias. You are trying to evaluate work ethic, stamina and work ethic.
Alternative Question: You may want to start your interview with this question instead of the first question or you may want to ask both questions. Asking both questions will cover the background and the work history.
Before I ask you very specific questions, I would like for you to walk us through your resume from the time you went to school until today. I want you to tell us about your education and tell us briefly about each of your jobs.
(NOTE: This question is designed to have your applicant give you a chronology of education and work history. You should expect the applicant to talk about his/her education and about each job s/he has held since entering the work force. Listen for information regarding whether the employee has a pattern of behavior. Was there a plan? Does the applicant have a career pattern or is s/he just looking around for whatever job looks interesting. The ideal candidate has a career path that is progressive. You are looking for a career path of increasing responsibility. BE A GOOD LISTENER)
Notes Here:
Now, I have some very specific questions:
1.Starting with your very first job, tell me WHY you decided to change jobs each time? (Is there a pattern to why job changes were made or is this applicant roaming around?)
Interviewer Score:-=+
2.Why do you want to leave your current job? Or, Why did you leave your most recent job? (Don’t accept “I resigned.” Press for the very specific reasons, such as a bad boss, money, etc.)
Interviewer Score:-=+
3. Of all the work you have done in your career, what work was most satisfying to you? Why? (Listen to hear if the reason is related to the actual work or whether it was money, climate, location, etc.)
Interviewer Score:-=+
4. When we talk to your most recent supervisor, what will he/she tell us are your strongest attributes? (Are those attributes important for this job)?
Interviewer Score:-=+
- What would your last supervisor tell us you need to improve to be more successful? (If he/she says there are no improvements needed, look out!)
Interviewer Score:-=+
6. Referring to your most recent job, tell us what you did in a typical day? I want to know what jobs you held (picker, packer, shipping, receiving) (How does this compare to your job?)
Interviewer Score:-=+
7. While you were doing your job each day, how often did you consult your immediate supervisor? (This will tell you how well the person works without being closely supervised.)
Interviewer Score:-=+
- In all of the jobs you have held, how many times have you been in a conversation with our supervisor that you feel would be called a counseling or disciplinary conversation?
Interviewer Score:-=+
9. Referring to your most recent job, tell us what you did in a typical day?
Interviewer Score:-=+
10. What kind of equipment have you used – forklift, pallet jacks, computer, etc.?
Interviewer Score:-=+
11. How many days last year were you absent from work? (Caution: We are not allowed to ask why)
Interviewer Score:-=+
- Tell us about your co-workers. Were there a lot, or a few? How well did the people get along?
Interviewer Score:-=+
13. About how many hours in a week, on average, did you work overtime?
Interviewer Score:-=+
- What is the worst problem you had in the jobs you have had so far? How did you handle it?
Interviewer Score:-=+
15.As you look back on decisions you have made regarding your work, what would you say is your biggest mistake? How did you deal with it?
Interviewer Score:-=+
16.What kind of score did you get on your last performance review?
Interviewer Score:-=+
- Speaking of grades, tell us about your education? How far did you go in school? Why did you stop there? What kinds of grades did you get? What subjects did you like best?
Interviewer Score:-=+
18. Are you aware that we test employees for drugs and for alcohol?
Interviewer Score:-=+
- Based on where we are located and where you live, what kind of transportation will you use to get to work? (Don't ask: Do you own a car?)
Interviewer Score:-=+
20. What was the maximum amount of pounds you had to lift in your last job? Was that a problem for you?
Interviewer Score:-=+
- If you had a chance to go back to any job you have had in the past, which one would you go back to? Why?
Interviewer Score:-=+
22. How much money do you expect to be paid an hour?
Interviewer Score:-=+
23. What kinds of things cause you to be bored or disinterested in a job?
Interviewer Score:-=+
24.If we hire you, what kinds of things would cause you to leave?
Interviewer Score:-=+
25. When would you be available to start working for us?
Interviewer Score:-=+
26. Why do you think you would be a good employee for us to hire?
Interviewer Score:-=+
SCORING:
TOTAL QUESTIONS ASKED: ______
TOTAL - (UNSATISFACTORY) SCORES:______
TOTAL = (SATISFACTORY) SCORES:______
TOTAL + (MORE THAN SATISFACTORY):______
DO NOT ATTACH THIS FORM TO THE APPLICATION FORM
INSIDE SALES
STRUCTURED INTERVIEW
NAME OF CANDIDATE:______DATE:______
NAME OF INTERVIEWER:______
INSTRUCTIONS TO THE INTERVIEWER:
For each question answered, circle the rating for each question asked of the candidate as follows:
-for responses that are less than you expected (unsatisfactory)
=for responses that you expected (satisfactory)
+for responses that are more than you expected (more than satisfactory)
RELATE TO THE APPLICANT: (if you are not a skilled interviewer or you are concerned about violating the anti-discrimination laws, you may read this script.)
We (I) will be conducting a structured interview. This allows us (me) to be consistent, to elicit the kind of information needed to make a decision about you and to be certain we (I) comply with the anti-discrimination laws affecting employment interviews.
Start here:
Before I ask you some very specific questions, I would like for you to tell us generally about your past. I am particularly interested in how you feel you were influenced by your upbringing to pursue your chosen career.
(NOTE: Do not ask about birthplace, nationality, religion, etc., as you may violate the Civil Rights Act.
Listen for information that will tell you whether the candidate is a leader; was s/he forced to grow up early because of home issues? Was there a strong parental influence? Was there a strong work ethic? Listen for information that tells you whether this candidate was forced to be independent, make decisions, care for siblings, etc. This is important information as adults are shaped and molded by early experiences. The answers to this question will tell you about the value system of the candidate and how this candidate views work. (Example: We often find that the person who grew up “in poverty” may be motivated by compensation and benefits. The people who grew up feeling unimportant or who lacked attention are often over-achievers and are impressed by TITLES and awards! Since value systems drive our behavior as the hidden motivators of our life, it is critical to get to the heart of the value system quickly.)
If you decide to use this question first, be careful never to ask about age or race,“church affiliation” or anything that would cause an observer to conclude that you have a bias. You are trying to evaluate work ethic, stamina and work ethic.
Alternative Question: You may want to start your interview with this question instead of the first question or you may want to ask both questions. Asking both questions will cover the background and the work history.
Before I ask you very specific questions, I would like for you to walk us through your resume from the time you went to school until today. I want you to tell us about your education and tell us briefly about each of your jobs.
(NOTE: This question is designed to have your applicant give you a chronology of education and work history. You should expect the applicant to talk about his/her education and about each job s/he has held since entering the work force. Listen for information regarding whether the employee has a pattern of behavior. Was there a plan? Does the applicant have a career pattern or is s/he just looking around for whatever job looks interesting. The ideal candidate has a career path that is progressive. You are looking for a career path of increasing responsibility. BE A GOOD LISTENER)
Notes Here:
Now, I have some very specific questions:
1.Starting with your very first job, tell me WHY you decided to change jobs each time?(Is there a pattern to why job changes were made or is this person just roaming around?)
Interviewer Score:-=+
2.Why do you want to leave your current job? Or, Why did you leave your most recent job? (Don’t accept “I resigned.” Press for the very specific reasons, such as travel, a bad boss, money, etc.)
Interviewer Score:-=+
3. Of all the work you have performed in your past work, what work did you enjoy the most? (Listen to hear if the reason is related to the actual work or whether it was money, climate, location, etc.)
Interviewer Score:-=+
4.While you were doing your job each day, how often did you see or consult your immediate supervisor? (This will tell you how well the person works without being closely supervised.)
Interviewer Score:-=+
5.Referring to your most recent job, tell us what you did in a typical day? (How does this compare to your job?)
Interviewer Score:-=+
6. Describe the special kinds of things you think you did as the Inside Sales person to service the needs of the Outside Sales person.
Interviewer Score:-=+
7.I am interested in how you organize your workday. Tell me about any kinds of time management tools you use to stay on time and focused.(This is a very important question because time management is a primary problem with sales people)