Reference no: EM132872857

Purpose of the Interview Guide

2.Interview Evaluation Form:

• Organization identification information such as company name, position title, department to which the position belongs to and alike.
• Instructions on how to complete the form with rules and norms of assessing the responses and assigning the scores
• 3 clearly defined competencies (behaviours) to assess during the interview
• 1 behavioural interview question and 1 situational interview question for each one of the 3 competencies (a total of 6 competency-related questions).
• 2 x self-assessment/transition questions - one to open and one to end the interview; include the definition of the criteria you are intending to measure with these questions.
• 1 or two organization/industry knowledge questions; include the definition of the criterion you are intending to measure with this question(s).
• Rating system to assess the candidate's response to each of the questions asked. The rating system must be developed as a Behaviourally Anchored Rating Scale [BARS]. The rating schema should therefore include a numerical scale and the behaviours that you will look for in the candidate's responses. Note that while the same numerical scale should be consistent for all questions, each question needs its own behavioural indicators.
• End of the form in business-like format by including the recommendation section, date, and the interviewer's signature

3.Since you will be interviewing more than one candidate, you need a tool that will allow you to quickly compare the results of the interview across the candidates you have interviewed. For that reason, you are to develop a Candidates' Comparison Form. The form needs to show the composite scores per interviewer/per candidate. The form should also contain:

• Organization identification information
• Position information
• Instructions on how to complete the form with rules on how the decision to hire will be made
• Signatures and dates placeholders

The company name is KPMG