[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-391638-105":59,"doc-detail-391638-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","manager-behavioral-interview-guide-interview-guide-instructions","MANAGER BEHAVIORAL INTERVIEW GUIDE - Interview Guide Instructions","","Manager Behavioral Interview Guide provides structured instructions for hiring managers and executives to conduct behavioral interviews for managerial classifications aligned with California’s Leadership Competency Model. It explains the behavioral interviewing approach as a method for using past incidents rather than hypothetical “what if” scenarios, and describes how questions and indicators map to required manager competencies. The guide covers preparation steps, customization workflow, note-taking fields, and best practices for conducting interviews, probing details, and assessing performance outcomes.",{"@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/manager-behavioral-interview-guide-interview-guide-instructions/391638/",{"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/manager-behavioral-interview-guide-interview-guide-instructions/391638.png","ImageObject",300,407,{"name":92,"@type":93},"Finn","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-09-25",true,{"@type":102,"interactionType":103,"userInteractionCount":105},"InteractionCounter",{"@type":104},"ViewAction",12,{"@type":107,"mainEntity":108},"FAQPage",[109,115,119],{"name":110,"@type":111,"acceptedAnswer":112},"What is the core idea behind behavioral-based interviews in this guide?","Question",{"text":113,"@type":114},"The guide states that the best predictor of future performance is past performance. Questions are built around incidents the candidate has actually experienced, rather than hypothetical situations.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"What should hiring managers do before conducting the interview?",{"text":118,"@type":114},"They should review the candidate’s application and resume, review job-specific competencies and successful behavioral indicators, identify which competencies will be asked, and prepare the set of questions and any organization or technical competency items.",{"name":120,"@type":111,"acceptedAnswer":121},"How should interviewers probe and evaluate candidates during the interview?",{"text":122,"@type":114},"Interviewers should ask the same questions for candidates in the same position, probe for details and accomplishments using at least 2–3 examples per area, and use the provided indicators to summarize key observations, marking exceptional or unmet expectations in the notes section.","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},391638,1790412869,{"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},34359740700684,"https://ap-avatar.wpscdn.com/avatar/1f400023980c374ae676?_k=1777273430885731487","MANAGER BEHAVIORAL INTERVIEW GUIDE  \nINTERVIEW GUIDE INSTRUCTIONS:  \nThis Interview Guide is intended to help hiring managers and executives conduct behavioral interviews for managerial classifications covered by the State of California Leadership Competency Model (Leadership Competency Model) . Before using this guide, you should contact your Human Resources Staff to ensure that you follow any internal procedures and formats required by your department. For more information and tips on the  \nselection process, you can access the Virtual Help Desk for Supervisors and Managers at [http://www.dpa.ca.gov/training/virtual-help-desk-for](http://www.dpa.ca.gov/training/virtual-help-desk-for)supervisors-and-managers/main. htm. For an overview on the California Merit Principle, please access [http://www.dpa.ca.gov/hr](http://www.dpa.ca.gov/hr)modernization/competency-based-hr-tools/merit-system-principles. ppt.  \nBehavioral-based interviewing is based on the concept that the best predictor of a candidate’s future performance is his or her past performance. Therefore , behavioral interview questions are built around specific incidents that have happened rather than hypothetical situations. The interviewer asks the candidate to describe what they have actually done rather than what they would do in a ―what if‖ situation.  \nThe Leadership Competency Model describes the general competencies and behaviors required for successful performance as a manager with the State of California. The behavioral interview questions included in this guide have been developed to elicit information about a candidate’s past experiences that relate to the behaviors (described in the Leadership Competency Model) required to successfully perform as a manager in the State of California. Descriptions of successful and non-responsive behavioral indicators are included to help assess the candidate’s responses. For more information on behavioral interviewing, please access [http://www.dpa.ca.gov/hr-modernization/competency-based-hr-tools/behavioral-interviewing.ppt](http://www.dpa.ca.gov/hr-modernization/competency-based-hr-tools/behavioral-interviewing.ppt. For)[. For](http://www.dpa.ca.gov/hr-modernization/competency-based-hr-tools/behavioral-interviewing.ppt. For) information on behavioral based reference checks, please access [http://www.dpa.ca.gov/hr-modernization/competency-based-hr-tools/Reference-check-questions.doc](http://www.dpa.ca.gov/hr-modernization/competency-based-hr-tools/Reference-check-questions.doc).  \nBefore the interview:  \n􀁩 Review the candidate’s application and resume  \n􀁩 Review the critical job specific general competencies and the successful behavioral indicators that demonstrate each competency on the job  \n􀁩 Identify the general competencies that will be asked about as part of the interview. One way to decide which competencies to include in the interview is to consider the competencies that are required to successfully perform the most critical job duties as identified in the job description  \n􀁩 Identify the set of questions which will be asked during the interview process (The interviewers do not need to include all of the questions for each competency)  \n􀁩 Work with your Human Resources staff to identify any questions specifically related to the organization, the classification or the job specific technical competencies  \nTips for customizing this Interview Guide foryour interviews:  \n􀁩 To obtain a customizable version of this guide, please contact us.  \n􀁩 Once you receive the copy, use the ―File Save As‖ feature.  \n􀁩 Edit the document so that it includes only the job related general competencies that you have identified for inclusion in your interviews.  \n􀁩 Edit the document so that the set of behavioral interview questions provided for each general competency include only those questions that you have identified for inclusion in your interviews.  \n􀁩 Edit the document so that it includes only the successful and non-responsive behavio","cbCaimndkb1htm5x","https://ap.wps.com/l/cbCaimndkb1htm5x","pdf",605482,44,"English","# Before the interview\n## Review candidate materials and competencies\n## Identify competencies and questions\n# Tips for customizing this interview guide\n## Edit competencies and indicators\n## Add organization/classification-specific questions\n# On the interview guide (notes to fill in)\n## Candidate and interviewer information\n# Conducting the interview\n## Welcome, review experience, ask consistent questions\n## Probe for details and outcomes","[{\"question\":\"What is the core idea behind behavioral-based interviews in this guide?\",\"answer\":\"The guide states that the best predictor of future performance is past performance. Questions are built around incidents the candidate has actually experienced, rather than hypothetical situations.\"},{\"question\":\"What should hiring managers do before conducting the interview?\",\"answer\":\"They should review the candidate’s application and resume, review job-specific competencies and successful behavioral indicators, identify which competencies will be asked, and prepare the set of questions and any organization or technical competency items.\"},{\"question\":\"How should interviewers probe and evaluate candidates during the interview?\",\"answer\":\"Interviewers should ask the same questions for candidates in the same position, probe for details and accomplishments using at least 2–3 examples per area, and use the provided indicators to summarize key observations, marking exceptional or unmet expectations in the notes section.\"}]","MANAGER BEHAVIORAL INTERVIEW GUIDE - Interview Guide Instructions | PDF",1790356251,111]