Section 3.3: Evaluating the Interview

Candidate being interviewed for a 'management' role, shares behaviour evidence for  'Supv/Gen Staff', rating should be:

• A. 2 - Does not meet the requirements of the role

• B. 3 - Moderate fit for the role

• C. 4 - Strong fit for the role

• D. 5 - Strong fit for the role & evidence of potential for next level

Derailers are defined as behaviours that are red flags for:

• A. Misalignment with career aspirations

• B. Areas for development if offered employment

• C. Misalignment with company's values and culture

• D. Area of development for a core principle

Evidence of most but not all core principles demonstrated at the 'required level', should be rated as:

• A. Strong fit for the role

• B. Moderate fit for the role

• C. Does not meet the requirements of the role

• D. Evidence of negative behaviours

Evidence of some core principles as 'above the required level' & remaining at the 'required level', should be rated as:

• A. Does not meet the requirements of the role

• B. Moderate fit for the role

• C. Strong fit for the role

• D. Strong fit for the role & evidence of potential for next level

A derailer is considered significant if it is assessed so by:

• A. All interviewers

• B. Majority of interviewers

• C. At least 1 interviewer

• D. At least 2 interviewers

An assessment for Core Principles & Gen. Technical skills is final and no exceptions can be made to the hiring decision.

• A. True

• B. False