Full Interview Template with competency questions 

For open position 
 
Individual Contributor

Step 1:  Preparation (Prior to the Interview)	
	Review the job description and other information relevant to the position.	
	Review the candidate’s application / resume.	
	If a team interview, determine interviewing roles (who to open/close?).	
	Make sure you have booked a quiet room and be on time.	

Step 2: Rapport Building Questions		
	Thank the candidate for coming and for their interest in the position.	
	Introduce yourself (and other interviewers, if a team interview).	
	Ask an ice-breaker question, i.e., directions, weather, news event, etc.	

Step 3: Introduction and Process		
	Position being interviewed for is a senior individual contributor	
	Describe the process	
	Our conversation today will last about 50–60 min. The last 5 minutes or so will be for your questions about the role or our organization. The bulk of time will focus on you and your past experiences. I/we will be asking some “Behavioral” questions that involve you giving examples of what you have done in the past. In your examples please be specific; describe the situation that lead up to your actions, what you did (your Behavior), and what happened as a result. 
Take your time -- there are no right or wrong answers.	
	I/we will take notes during the interview (kept strictly confidential).	
	Do you have any questions concerning the interview process before we begin?	

Step 4: Background / General	
Note to interviewer: You do not need to ask all of these questions.	
	
Interview Question:	Why Bioventus?
What interested you about this position at this company?
What do you already know about this company and this particular role?
As you understand the position, what strengths would you bring to this job?
What aspects of your current position do you enjoy most?  Least?
What is your most significant recent achievement?
	
Notes:		

Step 5: Technical Skills and Knowledge		
Note to interviewer: Insert any technical questions that are specific to this role.	
	
Target Behavior:	Role specific – to be decided by interviewer prior to interview	
Interview Question:		
Notes:		
	
Target Behavior:	Role specific – to be decided by interviewer prior to interview	
Interview Question:		
Notes:		
	
Target Behavior:	Role specific – to be decided by interviewer prior to interview	
Interview Question:		
Notes:		
	
Step 6: Competencies/Behavioral Questions
In depth, competency explanations can be located on Bionet under the manager resource centre in the competency library.
		
Note to interviewer: This time includes Probing/Follow-up questions below.
Remember the probing words… WHO, WHAT, WHERE, WHEN, HOW! 
STAR = Situation, Task, Action, Result!
Please pick only one of the two example questions, not both. 
	
Competency:	Achieving Results	
Target Behaviour:	Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from that achievement and continuous improvement.
•	Set ambitious goals with concrete measurements
•	Discuss results openly and turn them into actions
•	Remain focused, set clear priorities
•	Take rational risks in an ethical way
•	 Celebrate success and praise achievements
	
Interview Question:	1)	Tell me about a difficult business goal you worked hard to meet. Why was this a difficult goal? How did you overcome obstacles? What did you do to ensure you achieved the result? How did you utilise your resources? 
2)	When you are working toward an ambitious goal, you have to stay focused. Tell me about a goal you had that required a great deal of focus.  How did you stay on track? What obstacles did you face? How did you utilise your team/colleagues to achieve this goal? 	
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Competency:	Adaptability	
Target Behaviour:	Maintaining effectiveness when experiencing major changes in work responsibilities or environment (e.g., people, processes, structure, or culture); adjusting effectively to change by exploring the benefits, trying new approaches, and collaborating with others to make the change successful.
	
Interview Question:	1)	Tell me about an organizational or work change you experienced that changed the way you do your work. How did you find out about the change? How did it influence you? What did you change? 
2)	Give me an example of where you helped change a process in your role. How did that affect others? How did they react? Why did you decide to do this?	
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Competency:	Collaboration	
Target Behaviour:	
Working cooperatively with others to help a team or work group achieve its goals.
	
Interview Question:	1)	Tell me about a time when you had an opportunity to collaborate with others on the job. How did you get buy in from others? Why was this effective? What would you have done differently? 
2)	Describe a time when you were collaborating with others on a project and encouraged others to contribute more. Why was it necessary? How did they respond? What was the outcome? What would you have done differently?	
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Competency:	Continuous Improvement	
Target Behaviour:	Originating action to improve existing conditions and processes; identifying improvement opportunities, generating ideas, and implementing solutions.
	
Interview Question:	3)	Tell me about a time when you were looking at a work process to see if it was effective. What did you identify? How did you act on that? What changes did you make? How did others respond? 
4)	Tell me about a work-related improvement you implemented. How did you test the improvement? Why was the change required? How did others respond? What refinements did you make? How do you evaluate the ongoing success of the change? 	
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Competency:	Leading Through Vision Integrity and Cultural Principles	
Target Behaviour:	Keeping the organization's vision and values at the forefront of decision-making and action; Motivating increased employee effort by communicating a compelling view of the organization's purpose, culture and future state.
•	Be a role model for Acting with Integrity, adhering to company policies and procedures, our Code of Compliance and Ethics and our Culture Principles
•	Lead by example and insist on the highest standards
•	Speak and act in a manner that demonstrates honesty, integrity, respect
•	Focus on the future and set clear expectations	
Interview Question:	1)	Tell me what you know about your Company’s vision/values. How do you align with in these values? What do you think could improve these values and visions? How might you use these in your role?
2)	Give me an example where you have enforced your Company’s visions/values. How did you do this? What was the reaction? Why did you feel it was necessary? What would you have done differently? 	
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Competency:	Managing Work	
Target Behaviour:	Effectively managing one’s time and resources to ensure that work is completed efficiently. 
	
Interview Question:	1)	Tell me about a day when you had more to do than was possible. How did you set priorities? How did you proceed with your day? What other solutions did you adopt? What was the outcome? 
2)	Tell me about a time when you were trying to get your work done but kept being interrupted. What did you do? How did others react? What would you have done differently? 	
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Competency:	Technical/Professional Knowledge and Skills	
Target Behaviour:	Having achieved a satisfactory level of technical, functional, and/or professional skill or knowledge in position-related areas; keeping up with current developments and trends in areas of expertise; leveraging expert knowledge to accomplish results.	
Interview Question:	1)	Tell me about a recent advance, or trend in your field that is more on the technical side and that you find exciting or interesting. What do you find exciting about this? How have you applied it to your role? Where do you see changes occurring most? How can you influence this? 
2)	Give me an example of where you have used your expert knowledge to achieve results. Why was this successful, how did others respond? What was the outcome? 	
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Competency:	Valuing differences:	
Target Behaviour:	Working effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or backgrounds; seeks out and uses unique abilities, insights, and ideas from diverse individuals. 	
Interview Question:	1)	Give me an example where you have worked with a diverse group of cultures or differing backgrounds. How did you overcome difficulties? What challenges did you face? What did you learn from the experience? 
2)	Tell me about a time where you have adopted other team member’s ideas into the workplace. What did you like about the idea? How did you work effectively with the individual? What recognition did you give them? How did they react? 	
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Step 7: Candidate Questions		
Note to interviewer: Candidate questions about the role / organization	

Step 8: Closing Questions		
	
Interview Question:	If you are the successful candidate, what do you hope to gain from this opportunity, and how would this position fit in your career plan?  	
Notes:		
	
Interview Question:	Is there anything that you would like to add at this time that we have not talked about already?	
Notes:		
	
Interview Question:	What questions do you have of me?	
Notes:		
	
Explain next steps and time-lines in selection process and thank the candidate for coming in to interview.
For external candidates only - If appropriate, ask the candidate if s/he has specific salary expectations for this role.  	
	
Interview Question:	HR may be contacting you to conduct a reference, education, and work experience check.  What is the best way to contact you?	
Notes:		

Step 9: Candidate Assessment	Occurs only after the candidate has left.	
CRITERIA WEIGHTING	CANDIDATE ASSESSMENT	
5 =	Vital
4 =	Very Important
3 =	Important
2 =	An Asset
1 =	Somewhat Beneficial	5 =	Exceeds
4 =	Meets
3 =	Meets with exception
2 =	Potential to meet
1 =	Not met	

Job Criteria	Criteria
Weighting	Candidate Assessment	Total Score	
Achieving Results				
Adaptability				
Collaboration				
Communication Skills				
Collaborating				
Continuous Improvement				
Leading through Culture, Vision and Values				
Managing Work				
Technical/Professional Knowledge and Skills				
Valuing Differences				
				
Other:				
FINAL SCORE:		

SUMMARY
	
	Strengths:

Concerns: