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It also presents rating scales and scoring rubrics for evaluating competency, knowledge, skills, and abilities, including suggested interview flow and an appendix interview question bank.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/presentations/","Presentations",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/hr-guide-to-conducting-interviews-for-leadership-positions/256924/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/hr-guide-to-conducting-interviews-for-leadership-positions/256924.png","ImageObject",442,249,{"name":42,"@type":43},"Oliver Hayes","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-18","2026-09-13",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"How should interview questions and assessments be developed for leadership roles?","Question",{"text":63,"@type":64},"Assessments should be based on key qualifications in order of relevance and importance, clearly linked to the work descriptions. Consistent questions are recommended for all candidates, using the appendix for sample competency-based questions.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"What does a focused interview process include?",{"text":68,"@type":64},"It includes asking prepared questions to all candidates, using active listening with focused follow-up probes, and taking thorough notes. The process should be inclusive and track relevant competencies even when a question targets a different competency.",{"name":70,"@type":61,"acceptedAnswer":71},"How are candidates evaluated and scored during leadership interviews?",{"text":72,"@type":64},"Candidates’ responses can be rated using a rating scale with weighting based on the competency, knowledge, skill, or ability’s importance. Rubrics distinguish levels such as exceeds, meets, and below requirement (including examples), and STAR can be used to ensure complete behavioral data.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},256924,1791480864,{"code":4,"msg":82,"data":83},"success",[84,88,93,98,103,108,113,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":86,"slug":87},11,90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":110,"show_sort_weight":111,"slug":112},17,"Forms",40,"forms",{"id":114,"doc_module":22,"doc_module_name":25,"category_name":115,"show_sort_weight":116,"slug":117},18,"Letters",30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":85,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":136,"language":137,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":138,"faqs":139,"seo_title":140,"seo_description":12,"update_tm":141,"read_time":142},687207020761,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","HR Guide to  \nConducting Interviews  \nIN THIS GUIDE  \n􀀁 HR Guide to Conducting Interviews  \nfor Leadership Positions 1  \nInterview Question Development 1  \nConducting Focused Interview 2  \nSuggested Agenda 2  \nRating Scales/Scoring Rubrics 3  \nRating Scales/Scoring Rubrics 4  \nTaking notes and Evaluating candidates 5  \n􀀁 Interview Template 6  \n􀀁 Appendix: Interview Question Bank for  \nLeadership Positions 18  \nHR Guide to  \nConducting Interviews  \n—for Leadership Positions  \nInterview Question Development  \n1. Assessments should be based on key qualifications in order of relevance and importance to do the job and should be clearly linked to the work descriptions.  \n2. It is recommended that you ask consistent questions to all candidates. Please refer to the appendix for sample questions based on competency. Please ensure that the competency ora similar qualification is listed on your job posting if you are proposing it be assessed.  \n3. The appendix is considered a bank of questions that you can use as is or modify to fit your specific role or need.  \n4. Probing during an interview may be required as it allows the interviewer to delve deeper into candidates’ responses, uncovering nuances and insights that can reveal their true abilities and fit for the role.  \nUBC HUMAN RESOURCES 1  \nHR GUIDE TO CONDUCTING INTERVIEWS for Leadership Positions  \nConducting Focused Interview  \n• Ask prepared questions to all candidates. Determine if you would like to provide the candidate with a copy of the interview question for reference during the interview.  \n• Exhibit active listening and probe with focused follow-up questions to elicit complete information.  \n• Take thorough notes so you will be able to recall responses.  \n• Ensure you are being inclusive during the interview process  \n.  \n• Look for patterns of behaviour and track all relevant competencies demonstrated in the answer even if the question is directed at a different competency.  \n• Consider using the STAR to gather your data to ensure you have complete behavioral data from candidate.  \nS/T: Situation or Task—the context  \nA: Action—what the candidate did, and how  \nR: Result—the effect of the action  \n| Suggested Agenda |  |  |\n| --- | --- | --- |\n| Welcome | 5 min. | Greet the candidate and introduce selection board members. |\n| Land acknowledgement | 2 min. | Land acknowledgement |\n| Intro | 4 min. | Review of structure |\n| Interview | 30-40 min. | Proceed with prepared interview questions. |\n| Closing | 10 min. | Interview concludes indicating timeline for next steps and the candidate is given chance to ask questions. Provide a realistic job preview “Describe what a day in the job may look like\". |\n\nUBC HUMAN RESOURCES 2  \nHR GUIDE TO CONDUCTING INTERVIEWS for Leadership Positions  \nRating Scales/Scoring Rubrics  \nIt is recommended to use a rating scale to assign rate candidate responses to interview questions. Weighting may vary depending on the importance of the competency, knowledge, skill, or ability.  \n􀀁 Example 1:  \n\n| Exceeds Requirement—Excellent Response |\n| --- |\n| Competency Questions:\u003Cbr>Should ensure extremely effective performance; significantly and consistently above criteria for successful job performance.\u003Cbr>Knowledge or Skill /Ability Questions:\u003Cbr>Ideal response or surpassed expectations; covered all the points looked for in a response; reserved for the exemplary set of skills that yield a particularly sophisticated approach or response; no errors. |\n| Meets Requirement—Good to very good response |\n| Competency Questions:\u003Cbr>Should be adequate for effective performance; meets criteria relative to quality and quantity of behaviour required for successful range of skills for handling the situation and the desired result, or outcome is obtained.\u003Cbr>Knowledge or Skill /Ability Questions:\u003Cbr>Clear response; includes most of key information; minor errors; demonstrates or describes the range of appropriate skills.\u003Cbr>At the lower point rating, some deficiencies","cbCaimpMcXc7njyh","https://ap.wps.com/l/cbCaimpMcXc7njyh","pdf",1120615,25,"English","# HR Guide to Conducting Interviews for Leadership Positions\n## Interview Question Development\n## Conducting Focused Interview\n## Suggested Agenda\n## Rating Scales/Scoring Rubrics\n## Taking notes and Evaluating candidates\n## Interview Template\n## Appendix: Interview Question Bank for Leadership Positions","[{\"question\":\"How should interview questions and assessments be developed for leadership roles?\",\"answer\":\"Assessments should be based on key qualifications in order of relevance and importance, clearly linked to the work descriptions. Consistent questions are recommended for all candidates, using the appendix for sample competency-based questions.\"},{\"question\":\"What does a focused interview process include?\",\"answer\":\"It includes asking prepared questions to all candidates, using active listening with focused follow-up probes, and taking thorough notes. The process should be inclusive and track relevant competencies even when a question targets a different competency.\"},{\"question\":\"How are candidates evaluated and scored during leadership interviews?\",\"answer\":\"Candidates’ responses can be rated using a rating scale with weighting based on the competency, knowledge, skill, or ability’s importance. Rubrics distinguish levels such as exceeds, meets, and below requirement (including examples), and STAR can be used to ensure complete behavioral data.\"}]","HR Guide to Conducting Interviews - for Leadership Positions | PDF",1789309080,9]