[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-391570-105":59,"doc-detail-391570-en":131},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":124,"head_meta":126,"extra_data":128,"updated_unix":130},105,"en","hiring-manager-interview-questions-guide","Hiring Manager Interview Questions Guide","","Hiring managers use this interview guide to quickly assess whether a candidate has the necessary skills for the role and to ensure the candidate receives enough information to judge fit. It instructs interviewers to prepare key contextual fields in advance, review the candidate’s resume, and record responses. The guide includes structured sections for opportunity overview, technical competency probing with weights and scoring, behavioral competency probing with weights and scoring, and a closing summary of strengths and drawbacks.",{"@graph":69,"@context":123},[70,84,106],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/hiring-manager-interview-questions-guide/391570/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/hiring-manager-interview-questions-guide/391570.png","ImageObject",300,407,{"name":92,"@type":93},"นรินทร์","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-09-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",11,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What should a hiring manager prepare before the interview?","Question",{"text":113,"@type":114},"Complete the yellow fields in advance and review the candidate’s resume to prepare clarification questions about experience, skills, gaps, and technical abilities. Also identify the technical and behavioral competencies with interview questions or activities to probe each one.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"How are technical and behavioral competencies evaluated?",{"text":118,"@type":114},"For each competency, the hiring manager uses predefined weights and selects an interview question or activity. During or after the interview, notes are recorded and the candidate’s response is scored with a raw score using the guide’s scales.",{"name":120,"@type":111,"acceptedAnswer":121},"What information should be shared with the candidate during the interview?",{"text":122,"@type":114},"The hiring manager should fully describe the position and organization, allowing the candidate to ask questions. The candidate should be provided details such as organizational culture, day-to-day job experiences, rewards, development opportunities, and related roles the position will interact with.","https://schema.org",{"og:url":83,"og:type":125,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":127,"canonical":83},"index,follow",{"doc_id":129,"site_id":62},391570,1790437227,{"code":4,"msg":5,"data":132},{"doc_id":129,"user_id":133,"nickname":92,"user_avatar":134,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":135,"file_id":136,"file_url":137,"file_type":138,"file_size":139,"view_count":105,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":140,"language":141,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":142,"faqs":143,"seo_title":144,"seo_description":67,"update_tm":145,"read_time":146,"preview_page_count":4},2336475104957,"https://ap-avatar.wpscdn.com/avatar/22000c4c6bd8a5076e1?x-image-process=image/resize,m_fixed,w_180,h_180&k=1787554080175789136","Instructions for Hiring Managers:  \nGiven limited interview time, you must determine whether the candidate has the necessary skills for the role and ensure the candidate has sufficient information to determine whether the opportunity is a fit for them. Use this interview guide before and during your interview to ensure that you gather and share the most accurate, complete information as possible with the candidate. Complete the fields in yellow prior to the interview, and complete the fields in white during or after the interview.  \n| Contextual Information |  |  |  |  |  |\n| --- | --- | --- | --- | --- | --- |\n| Hiring Manager Name: |  | Candidate Name: |  | Recruiter Name: |  |\n| Interview Date: |  | Position Title: |  | Position Code: |  |\n\n\n| Information Regarding the Opportunity |  |\n| --- | --- |\n| Take time during the interview to fully describe the position and the organization, allowing the candidate to ask questions as needed. |  |\n| Information to Provide Candidate | Notes on Candidate Response |\n| 􀁸 Organizational culture\u003Cbr>􀁸 Day-to-day experiences of the job\u003Cbr>􀁸 Rewards of the job\u003Cbr>􀁸 Development and future career opportunities\u003Cbr>􀁸 Roles the position will interact with\u003Cbr>􀁸 Other information |  |\n\n\n| Resume Review |  |\n| --- | --- |\n| Prior to the interview, review the candidate’s resume and document questions regarding the candidate’s experience and skills that you would like to clarify or discuss (e.g., reasons for leaving past jobs, gaps in employment experience, technical skills, promotions earned, leadership opportunities) . |  |\n| Question | Notes on Candidate Response |\n|  |  |\n|  |  |\n|  |  |\n\n\n| Technical Competencies |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| Probe the candidate on the technical skills, using the resources at the end of this document as a reference. Before the interview, fill in the technical competencies and related weights that you identified in job scoping and identify an interview question or activity that adequately probes the candidate on each competency. During or after the interview, take notes on the candidate’s performance against each question or activity and score the candidate response to each. |  |  |  |  |\n| Technical Competency | Competency Weight * | Interview Question/ Activity ** | Notes on Candidate Response | Raw Score ** * |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n\n* Competency Weight is on a 1-3 scale, with 1=Nice to Have, 2=Somewhat Important, 3=Very Important  \n** Refer to the end of this guide for sample interview questions for common competencies.  \n** * Raw Score is on a 1-5 scale, with 1=Unskilled, 3=Skilled, and 5=Very Skilled  \n\n| Behavioral Competencies |  |  |  |  |\n| --- | --- | --- | --- | --- |\n| Probe the candidate on the behavioral skills, using the resources at the end of this document as a reference. Before the interview, fill in the behavioral competencies and related weights that you identified in job scoping and identify an interview question or activity that adequately probes the candidate on each competency. During or after the interview, take notes on the candidate’s performance against each question or activity and score the candidate response to each. |  |  |  |  |\n| Behavioral Competency | Competency Weight* | Interview Question/ Activity ** | Notes on Candidate Response | Raw Score*** |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n|  |  |  |  |  |\n\n*Competency Weight is on a 1-3 scale, with 1=Nice to Have, 2=Somewhat Important, 3=Very Important  \n** Refer to the end of this guide for sample interview questions for common competencies.  \n*** Raw Score is on a 1-5 scale , with 1=Unskilled, 3=Skilled, and 5=Very Skilled  \n\n| Summary |\n| --- |\n| Summarize thoughts on the interview and the candidate. Consider listing the candidate’s 1-2 biggest strengths and 1-2 biggest drawbacks, as they pertain to the role in question. |\n|  |\n\n\n| For Your Reference: Sample Descripti","cbCaivD9lN9mYOYb","https://ap.wps.com/l/cbCaivD9lN9mYOYb","pdf",368047,15,"English","# Contextual Information\n# Information Regarding the Opportunity\n# Resume Review\n# Technical Competencies\n# Behavioral Competencies\n# Summary\n# For Your Reference: Sample Descriptive and Demonstrative Interview Activities\n# For Your Reference: Sample Behavioral Interview Questions for Common Competencies","[{\"question\":\"What should a hiring manager prepare before the interview?\",\"answer\":\"Complete the yellow fields in advance and review the candidate’s resume to prepare clarification questions about experience, skills, gaps, and technical abilities. Also identify the technical and behavioral competencies with interview questions or activities to probe each one.\"},{\"question\":\"How are technical and behavioral competencies evaluated?\",\"answer\":\"For each competency, the hiring manager uses predefined weights and selects an interview question or activity. During or after the interview, notes are recorded and the candidate’s response is scored with a raw score using the guide’s scales.\"},{\"question\":\"What information should be shared with the candidate during the interview?\",\"answer\":\"The hiring manager should fully describe the position and organization, allowing the candidate to ask questions. The candidate should be provided details such as organizational culture, day-to-day job experiences, rewards, development opportunities, and related roles the position will interact with.\"}]","Hiring Manager Interview Questions Guide | PDF",1790354901,38]