University of Pittsburgh Medical Center



Candidate InformationCandidate Name: FORMTEXT Position: FORMTEXT Interviewer Name: FORMTEXT Interview Date: FORMTEXT Did you conduct a phone screen with this candidate? Yes No If yes, on what date: FORMTEXT This interview guide is interactive and allows you to select interview questions from the five sections outlined below. After selecting/inputting your preferred interview questions, you can print a hardcopy of the guide to complete or use an electronic version to record responses. Opening Questions: These questions allow you to learn about basic information related to the candidate’s background and assess their interest in the position. Values Based Questions: These questions focus on the candidate’s embodiment of our organization’s values. This approach falls in line with UPMC’s performance evaluation criteria for current employees.Motivational Fit Questions: These questions will help to evaluate whether the candidate will find things like the job responsibilities, environment, pace, schedule and the department personally satisfying.Skills/Technical Questions: These questions will ensure the candidate has the right technical skills required for the job. You will develop these questions yourself based on the specific skills needed for the position.Leadership Questions: These questions focus on evaluating leadership competencies and are designed to assess whether the candidate has leadership skills and/or leadership potential.Please be sure to review the Interviewing Tips for Managers document prior to beginning the interview process.SECTION 1 – OPENING QuestionsIn addition to assessing the candidate’s background, it is important to ensure that they are comfortable with the basic job requirements such as shift, location, etc. Discuss the following with the candidate: Q: Inquire about the candidate’s interest in the position/UPMCReview the candidate’s most recent positons and discuss their background, relevant skills, etc. Ask the candidate why they left their most recent position and/or what are they looking for in a new role A: FORMTEXT Q: Provide an overview and discuss the position responsibilitiesDiscuss the schedule required for the position and ensure the candidate can commit (days/hours/shifts)Discuss the location of the position and ensure the candidate can commit (discuss if travel b/t locations is required)Discuss any type of clearances, uniform guidelines/costs, etc. that are required for this positionReview the anticipated start for the position and ensure the candidate can commit A: FORMTEXT SECTION 2 – Values Based QuestionsQuality & Safety We create a safe environment where quality is our guiding principle.Encourages staff in reporting incidents, mistakes, and errorsEnforces safety programs/protocol and ensures that work-related exposures, illnesses, injuries, and/or incidents are timely reported and investigatedRecognizes opportunities to improve quality in order to achieve optimal internal/external customer experienceDevelops and communicates corrective actions to prevent further injuries and accidents Holds staff accountable for patient and staff safetyQ: Please select the most relevant question to your position and evaluate against the above criteria: A: FORMTEXT DIGNITY & RESPECT We treat all individuals with dignity and respect.Seeks and considers others’ perspectives before drawing conclusions and/or making decisionsIs mindful of how his/her words, actions, and responses influence and impact others, including staff Seeks to understand others so that he/she can treat them as they want to be treatedMaintains awareness of what influences his/her way of thinking, leading, and responding to others Communicates respectfully with all individuals, regardless of position; acknowledges different perspectives; and finds common ground, especially when conflict arises Supports teamwork and collaboration among colleagues, staff, and other stakeholders by fostering trust, agreement, open communications, consistency in words/actions, and personal accountability Maintains an inclusive mindset in what he/she does every dayQ: Please select the most relevant question to your position and evaluate against the above criteria:A: FORMTEXT CARING & LISTENING We listen to and care for our patients, our health plan members, our fellow employees, our physicians, and our community.Emphasizes the internal/external customers’ experience in all aspects of workConsiders practices to improve the experience for all customers and staff Holds staff accountable for the experience that they create for their customers Receives and provides feedback respectfullyCreates an environment where staff feel that leaders listen to them and care about their needs and personal development Regularly meets with staff and conducts leadership rounding; asks staff for their ideas and feedback to improve customer and staff experience; reports back on actions takenQ: Please select the most relevant question to your position and evaluate against the above criteria:A: FORMTEXT RESPONSIBILITY & INTEGRITY We perform our work with the highest levels of responsibility and integrity.Gets involved when requested; makes a positive difference to enhance organizational performanceInstills a sense of professionalism in team members; supports their staff’s and their own professional growth and developmentHolds others accountable for professional behavior Acts in accordance with organizational expectations and instructions, even if he/she disagrees with themDemonstrates honesty, fairness, and trustworthinessCreates a culture of openness and transparencyQ: Please select the most relevant question to your position and evaluate against the above criteria:A: FORMTEXT EXCELLENCE & INNOVATION We think creatively and build excellence into everything that we do.Provides leadership on how to increase efficiency, expand effectiveness and reduce costs, as neededDesigns improvement goals and corresponding short-term goals and strategies to achieve these goalsManages staff performance with a focus on continuous and ongoing improvementProvides information and support to staff during times of changeDevelops creative solutions for job related problemsQ: Please select the most relevant question to your position and evaluate against the above criteria:A: FORMTEXT SECTION 3 – Motivational Fit QuestionsThese questions will help assess the degree to which someone finds the work responsibilities, schedule, pace, leadership, the environment, etc. personally satisfying. A good motivational fit can help to decrease absenteeism and turnover and increase overall employee satisfaction. Q: Please select the most relevant question:A: FORMTEXT Q: Please select the most relevant question:A: FORMTEXT SECTION 4 – Skills/Technical QuestionsThese questions will ensure that the candidate has the right technical skills required for the job. Examples of these could look like “rate your proficiency in the following computer programs” or “discuss your ability to manage and analyze costs related to a department budget.” Q: Please enter a question that will best assess the candidate’s skills/technical abilities A: FORMTEXT Q: Please enter a question that will best assess the candidate’s skills/technical abilities A: FORMTEXT Q: Please enter a question that will best assess the candidate’s skills/technical abilities A: FORMTEXT SECTION 5 – leadership questionsThese questions focus on evaluating leadership competencies and are designed to assess whether the candidate has leadership skills and/or leadership potential. They focus on areas such as conflict resolution, change implementation, staff recognition, motivation tactics, etc.Q: Please select the most relevant question or type your own here:A: FORMTEXT Q: Please select the most relevant question or type your own here:A: FORMTEXT SECTION 6 – Additional Questions (optional) Whether it be values, motivational fit, or technical ability you want to further assess, this is a good opportunity to ask the candidate additional questions related to any of the previous sections. This section is optional, but is dedicated to allow for additional exploration into the areas and characteristics that make a candidate ideal for your position and department. Q: Please enter a question here A: FORMTEXT Q: Please enter a question here A: FORMTEXT Q: Please enter a question here A: FORMTEXT Q: Please enter a question here A: FORMTEXT CANDIDATE EVALUATIONPlease rate your candidate’s overall interview below: Section 1 Opening Questions More than acceptable Acceptable Less Than AcceptableSECTION 2 Values More than acceptable Acceptable Less Than AcceptableSection 3 Motivational Fit More than acceptable Acceptable Less Than AcceptableSection 4 Skills/Technical More than acceptable Acceptable Less Than AcceptableSection 5 LEADERSHIP More than acceptable Acceptable Less Than AcceptableSection 6 Additional Questions More than acceptable Acceptable Less Than AcceptablePlease indicate your final decision: Not sure about this candidate just yet? Conduct an additional interview and/or engage another manager to interview this candidate to get an additional opinion to help you make a final decision Hire Congrats! This is the candidate you want to hire. NEXT STEPS: Mark candidate as “Final Candidate” and enter interview date in MyHub and contact Talent Acquisition to initiate the offer process. Reject*You are rejecting this candidate from further consideration for this position. NEXT STEPS: Select the appropriate rejection reason below, enter this reject reason and the interview date in MyHub *you must indicate an appropriate reason Candidate Not Interested Less Preferred Poor in-person Interview Poor Work History Second Choice Selected For Other PositionNotes: Use the space below to provide reasoning for your above selection and include relevant interview notes: FORMTEXT * REMINDER – ALL INTERVIEW NOTES MUST BE SENT TO TALENT ACQUISITION BEFORE AN OFFER IS MADE. ................
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