实用文档Network AdministratorA.docx
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实用文档NetworkAdministratorA
InterviewGuide
TargetPosition:
_______________________________Date:
______________________
Candidate:
___________________________________InterviewerA:
_______________
PreparationChecklist
1.Reviewapplicationmaterial,includingresume（curriculumvita）andanyapplicationforms.Decidewhilejobs/experiencesaremostrelevanttothetargetjob.
2.PreparetoconducttheKeyBackgroundReview.
-Noteany/experiencesonwhichyouareunclearorwouldlikemoreinformation.
-Noteanygapsinemployment.
3.PreparethePlannedBehavioralQuestionssection.
-Reviewthecompetency/skilldefinitionandkeyactions.
-Modifyquestionstobetterfitthecandidate’sexperience.
-Decideiftheorderofthequestionsshouldbechanged;developadditionalquestionsifnecessary.
4.EstimatethetimeneededtocovereachsectionoftheInterviewGuide.
OutlineforOpeningtheInterview
1.Greetthecandidate,givingyournameandposition.
2.Explaintheinterview’spurpose:
-Toacquaintinterviewerandcandidate.
-Tolearnmoreaboutthecandidate’sbackgroundandexperience.
-Tohelpthecandidateunderstandthepositionandorganization.
3.Describetheinterviewplan:
-Brieflyreviewjobs/experiences.
-Askquestionstogetspecificinformationaboutthosejobs/experience.
-Provideinformationaboutpositionandorganization.
-Answercandidate’squestionaboutthepositionandorganization.
-Pointoutthatyoubothwillgetinformationneededtomakegooddecisions.
-Indicatethatyouwillbetakingnotes.
4.Explainthejob’sessentialfunctionsandaskifthecandidatecanperformtheessentialfunctionswithorwithoutreasonableaccommodation.（RequiredintheUnitedStates）
5.MakethetransitiontotheKeyBackgroundReview.
KeyBackgroundReview
WorkBackground
Job/Experience:
______________________________Date:
____________________
Whatwere/areyourmajorresponsibilities/duties?
Anychangeinresponsibilities?
Whatdid/doyoulikebesttheposition?
Whatdid/doyoutheleast?
Whydidyou（orwhyareyouplanningto）leave?
Communication______________________
KeyBackgroundReview
WorkBackground
Job/Experience:
______________________________Date:
____________________
Whatwere/areyourmajorresponsibilities/duties?
Anychangeinresponsibilities?
Whatdid/doyoulikebesttheposition?
Whatdid/doyoutheleast?
Whydidyou（orwhyareyouplanningto）leave?
Communication______________________
CustomerFocus:
Makingcustomers（externalandinternal）andtheirneedsaprimaryfocusofone'sactions;developingandsustainingproductivecustomerrelationships;creatingandexecutingplansandsolutionsincollaborationwiththecustomer.
KeyAction:
-Behavinginsupportofapositivecustomerrelationship
-Helpstrengthentherelationshipwithcustomer
-Helpscustomersachievetheirgoals
-Modifiesplanandactionstoaccountforconsumerperception
Questions:
1.Tobetterservecustomers,wesometimespromisemorethanwecandeliver.Tellmeaboutatimewhenyouovercommittedyourself.Whathappened?
SituationActionResult
Communication:
___________________CustomerFocus
Rating:
Initiative:
Propensityforactiontoachievegraterresultsbeyondwhatisrequired;beingproactive;takinginitiative.
KeyAction:
-Beproactive
-Generateideasforimprovement
-Takeadvantageofopportunitieswithoutbeingasked
-Seekopportunitiesforself-improvement
-Domorethanrequired
Questions:
1.Haveyouevervolunteeredyourpersonaltimetohelpcompleteataskontime?
Tell
meaboutthatsituation.
SituationActionResult
1.Haveyoutakenanystetstomakeyourjobeasier/moreefficient/moreproductive?
Givemeanexample.
Communication:
___________________Initiative
Rating:
Communication:
Expressesideasclearly,concisely,andeffectively;listenstoandrespondsappropriatelytoothers.Createsanenvironmentinwhichappropriateinformationflowsfreelyinallorganizationaldirections.
KeyActions:
-Appropriategrammarandvocabulary
-Organization-clearandbrief
-Delivery-rate,volume,gestures,eyecontact
-Listening
Questions:
1.Haveyoucommunicatedtechnicalinformationtopeoplewithoutatechnicalbackground?
Whatmethodsdidyouuseandhowdidyouknowtheywereeffective?
SituationActionResult
2.Tellmeaboutsomeonewithwhomyouhaverepeatedlyhaddifficultycommunicatingwithandwhy.Whatactionshaveyoutaken?
SituationActionResult
Communication:
___________________Communication
Rating:
InterviewClose
1.AdditionalInformation
◆Introducethebuy-timequestion.“I’mgoingtoaskaquestionthatI’dlikeyoutothinkaboutforafewminutesbeforeanswering.Whileyou’rethinking,I’llreviewmynotestoseeifthereisotherinformationIneed.”Thequestionis:
◆Whyshouldyoubeconsideredforthisposition?
2.Reviewnotes
◆Whilethecandidateisthinkingaboutthequestion,reviewyournotestoidentifyanyareawheremoreinformationisneeded,orinformationneedsclarification.
3.Buy-timeanswer
◆Askforthecandidate’sanswertothebuy-timequestion.
4.Additionalquestions
◆Askanyadditionalquestionsbasedonthereviewofyournotes.
5.Position/Organization/Location
◆Provideinformationonposition,organization,orlocation.Ifyouarethelastinterview.Checkthecandidate’sunderstandingoftheseareas.（Noteanythingthatappearstomatchorconflictwiththecandidate’sstatemotivationsandpreferences.
◆Givecandidatetheopportunitytoaskquestions.（Notethequestionsaskedhere）
6.Endtheinterview
◆Explainnextstepsinselectionprocess.
◆Thanksthecandidateforaproductiveinterview.
Post-interviewInstructions
1.IdentifycompleteSTARsthroughouttheInterviewGuide.
2.CategorizeSTARsintoappropriatecompetence/skill.
3.IndicatewhethereachSTARiseffective（+）orineffective（-）.
4.ConsidertheweightofeachSTARaccordingtoitsimpact,recency,andsimilaritytothetargetjob.
5.Determineandrecordtheratingtheratingbox（lowerrightcorner）foreachcompetency/skillusethefollowingsystem:
E-Excel:
Theindividualdemonstrateswell-developedexpertise,andisconsideredhighlyskilledandinfluentialinthiscompetencyorskillarea;Canprovideexpertadvice,andtrainordevelopothersinthiscompetencyorskillarea.
P-Proficient:
Theindividualhasgreatknowledgeandexperienceinthiscompetencyorskillarea;welladvanced;morethanacceptableinthiscompetencyorskillarea.
C-Competent:
Theindividualhasrequisiteoradequateabilityinthiscompetencyorskillarea;meetsthecriteriaforsuccessfulperformanceinthiscompetencyorskillarea.
G-Gap:
Theindividualisnotfullycompetentinthisarea.Theindividualmayhavehadlimitedornoopportunitytodemonstratethisskillorcompetency,butthereiseveryreasontobelievethathe/shewillbeabletosufficientlydevelopthisskillorcompetencyinareasonableperiodoftime,withguidance,practice,and/orreinforcement.
V-Void:
Theindividualisnotfullycompetentinthisarea,andwillnotbeabletosufficientlydevelopthiscompetencyinareasonableperiodoftime.
ForNF-FitorNotaFit:
UsetoassessMotivationalFitforjob,Organizationand/orLocation
Clarifyingratings:
n:
Noopportunitytoobserveorassess.
W:
Weak/Wantmoredata（forexample,Cw）;usewhenonlySTARiscollectedforacompetencyofskillarea.
Eh:
Tohigh.Ahindividual’sskilllevelissoextremelyhighthatitcouldbedetrimentaltotheindividual’s,team’s,ororganization’sperformance.
Post-interviewInstructions
6.Evaluatetheapplicant’sbehaviorintheobservablecompetencies/skill.
-Reviewyournotesanddetermineswhethertheapplicant’sbehaviorineachcompetency’s/skill’skeyactionswaseffective（+）,neutral（0）,orineffective/absent（-）.
-Placeacheckmarkintheappropriateboxforeachkeyaction
-Usethefive-pointscalefromstep5toaratetheapplicant’sbehaviorinthefollowingcompetencies/skills.Writetheratingintheboxprovided.
Communication-Clearlyconveyinformationandideasthroughavarietyofmediainamannerthatisengaging,understandable,andmemorableforthereceiverofthecommunication;activelyreceiveothers’communication,extractingboththecontentandtheintentbehindothers’comments,questions,andnonverbalcues.
KeyActions
+0-
------Organizationthecommunication
------Maintainsaudienceattention
------Adjuststotheaudience
------Listensandensureownunderstanding
------Adheretoacceptedconventions
------Comprehendscommunicationfromothers
------Demonstratelanguageskills
------Practicesproductiveconversation
------*Giveeffectivegrouppresentations
CommunicationRating:
CoverageGrid
Interviewers
Competencies/skills
A
B
C
PlanningandExecution
X
X
CustomerFocus
X
X
Initiative
X
X
X
Communication
X
X
Technical/ProfessionalSkills
X
X
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