This Interview and Evaluation Form template is tool that may be used by an employer to
evaluate and interview a potential employee. This document is approximately twelve
(12) pages long, and it asks the potential employee several questions about themselves
and their various work experiences. The questions are contained in sections that have
titles such as team work, resilience, result orientation, project management,
persuasiveness, initiative, customer orientation, assertiveness, target setting, strategic
focus, responsibility, and flexibility/change management. This document contains
standard language; however, additional language may be added by users to suit their
needs. Small businesses can use this form when interviewing and evaluating an
employment candidate.
Professional Experience - EXAMPLE -
Minimum Criteria
Please tell us about your education and the steps in your career.
Put a focus on the aspects that qualify you for the position in our company.
Questions about minimum criteria (techniques, materials, industrial sectors…)
1 2 3 4 5 6 7 8 9
Doesn’t reach expectations Fulfills expectations Exceeds expectations
Holds no degree degree X Holds several degrees
job starter professional experience 5 time of study x
tier 2 experience some experience abroad years
native language not E or G (work or study) work experience abroad
age 35 Managed at least team of 5
some kind or project mgt
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Team Spirit Builds up a trusting and productive relationship with colleagues,
subordinates and customers. Sees own performance as part of a
larger team. Identifies individual strengths in the team.
When did you have the chance to build up a team? What was your strategy? Were you satisfied with
the result? What was your role?
Situation Action Result
Who is currently replacing you in times of absence?
Which strategies do you use to promote teamwork in your team? How do you assure teamwork?
Imagine:
In your team of 8 people, you realize that one person (42 years) is an outsider. He seems to be fairly
uncommunicative and introverted. He has been part of the team for several years. Your predecessor
attested him average performance. What would you do in this situation?
What was the most severe conflict between your subordinates/team members you had to settle?
Situation? Were the people concerned satisfied with the solution?
Situation Action Result
1 2 3 4 5 6 7 8 9
Doesn’t reach expectations Fulfills expectations Exceeds expectations
Thinks in hierarchical structures and Creates an ambiance where all carefully creates interfaces and
builds up distance between employees can equally share their claims exchange
employees and him/herself opinion and their knowledge. Sensitive for intrigues and grumblers.
allows employees to build up Promotes respect and appreciation Confronts negative influences
hierarchy or mobbing within the team. immediately.
promotes competition in the team, Integrates outsiders Recognizes underlying conflicts and
intervenes only after escalation Promotes mutual help among gives direction
Mistrusts diversity. Builds up employees Identifies talents and knowledge and
unnecessary double competences in Is replaced by a team member in arranges tasks complementarily.
the team. Prefers an uniform type of case of absence Brings about synergy and mutual
employee learning
is replaced by same level Weekly team meetings
team meetings only once a month
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Resilience Schedules time and energy to match requirements. Can handle
stress and pressure.
What is a typical situation in your current job that causes you stress? What do you do about it?
Tell us about a time when you realized you were caught up in too much stress? Did you succeed in
reducing it? Causes?
Tell us about the situation when your subordinates complained to you about too high work load.
Situation Action Result
Do you manage your stress load in a systematic way? How? (Techniques, delegation??)
Have you ever participated in a Self-Management Training? Do you think this can be useful?
If a young friend came to you to complain about the high pressure put on him in his job. What kind of
advice could you give him?
Imagine: The work load in your team has been beyond capacities for the last 3-4 months. Your
pe