Score: Interviewerinstructions . Preparation cir ‘© Pickyour interview team, Itissuggestedto have 3-4 participants, ‘+ Make surethe interview team has reviewedthe candidate(s) resume. ‘+ Ensurethat questions are selectedfor each value. Formore question options, please refertothe HR Portal, ‘Warm Up/Openingthe Interview Greet the candidate, give yournameand position, Explain theinterview’s purpose: ‘© To acquaint interviewer and candidate © Toleam more about the candidate's background and experience ‘© Tohelpthe candidate understandthe position and organization ‘+ Explain that you will be askinga few warm up questions andthen will betransitioningto questions about specificexperiences the candidate has hadthat are relevant to workthey would be doingon the job. Explain that you will betakingdetailednotes duringthe interview. ‘Ask 1-2 of the warmup questions. During the interview For each value, pick ONE of the question choices. Circlethe question you choose. Ask follow up questions as neededto make sureyou get a goodSTAR. Takenotes on the interview guide. ‘You MUST ask one question from each of thevalue sheetsin the interview guide. Afteryou have askedall ofthe targeted selection questions, askthe candidate if he/shehas any questionsthat you can answer about TMC or the job. + Closetheinterview andthankthe candidate forhis/hertime. After the Interview ‘+ Usingthe value descriptions andrrating guides, ratethe candidate on each of thevalues listedin the interview guide—each interviewer should dothis individually. ‘+ Aftermakingindividual ratings, thehiringmanager should schedule a“Regroup” meetingto discussthe interview with the interview team and agree on ratingsfor each value. Determine an overall ratingforthe candidate, anda recommendation for next steps. Submit your completed interview guide electronically through TALENTor scan and emailitto TMCTALENT@mytme.com, Rating Instructions ‘© Your goal when rating candidates isto usethe data you've collected and evaluatedto predict the candidate's future performancein thetarget job. In TMC's 5-point numerical ratingscale, a(3) ratingis the standardfor successful job performance. Review yournotes andratethe candidate's behaviorin the observable dimensions (such as Communication and Impact) Chicago - Amsterdam Mumbai- Sa0 Paulo - Shanghai Wroclaw rtmecouScore: Data Integration Meeting In most cases you will share your independent evaluations with other interviewersin aData Int meetingallows all interviewersto: © Control biases andstereotypes. ‘© Maintain hiringstandards. © Ensurefairand accurate hiringdecisions. DuringtheData Integration meeting: ‘+ Each interviewer shares his orherindependent ratings andthe supportingbehavioral evidence. ‘+ The group discusses all behavioral evidenceto reach a consensus ratingfor each value. ‘+ Theprocessis completed forall candidates still in the selection system. ‘+ Theresultingoverall completed interview guides are usedto makefinal hiring decisions. RATING GRID Number ‘Meaning Deseriotion 1 Below Expectations Demonstrates weakness in the requirements ofthe job Often does not complete necessary tasks or projects Fails to redirect effort or try new approach when obstacles surface Ishalding up the work af others or creating a burden for others Errors in work mpac results of the team or department 2 Meets Some Expecations Job requirements are sometimes, But no always met Occasionally does not complete necessary tacks or projects as expected May need frequent manager support and coachingto priariize and complete work Contrib tion tothe teams rauls i inconsistent 3 Consistently MestsAllexpectatons ~ Consistently completes necessary tasks or project. Meets allkey requirements of job Has encountered a variety of circumstances onthe ob and proved capable in aach Makes slid and consistent contributions te team results ‘Adjusts plan when obstades surface Demonstrates the ability to priortize work appropriately 4 Meats Al, Often Exceeds Expectations - Consistently meets all key requirements ofthe job and aften exceeds expectations Demonstrates initiative in developing and completing challenging work goals Demonstrates the abilty to priortize work appropriately 5 Consistently Exceeds Expectations ‘Completes vey challenging work goal, consistently exceeding expectations Works independently most af thetime,inates own planning “Anticipates obstacles and effecvely and proactively addresses them (Outstanding contributor to the teams success even with adverse changes inthe environment. Chicago - Amsterdam Mumbai- Sa0 Paulo - Shanghai Wroclaw rtmecouYe ect Interview Guide Opening/Introduction/ Examples of Warm up Questions: 11) Why areyou interested inworkingfor TMC? 2.) What do you hope to gainfromthis role? 3.) Describeyour ideal officecutture INTERVIEW SUMMARY (Chicago - Amsterdam = Mumbai- Sao Paulo = Shanghai= Wroclaw rtmecouScore tenia Hana _ reson weeniewses one — * oY ace > INNOVATION: We believeitis our responsibility to continually develop new thinkingand technology. We focus on improved outcomes for our clients while our employees striveto be proactiveintheir analysis, idea generation, and. communication. Key Actions > Challenges current thinking. > Experiments to learn > Takes action on ideas Question: ‘+ Tellme about situation where you hadto get a projectstarted and headed inthe right direction ‘+ Sometimes you haveto take somerriskstoincr job. sseyour chanceof success. Tell me about arecent riskthatyou took inyour ‘+ Weve all had projects thatfailed despite our best efforts. Tell me about atime when this happened to you ‘Situation/ Task ‘Ration Result PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation/Task: Describes situation when Why didyou. ..? What were the circumstances surrounding... ? For Action: Exactly what didyou do? Describespecifically howyou didthat What didyou do first? Second? Describeyour specificrote Walkme through the steps you took For Result: What wasthe result? How didit work out? What happened asa result? What feedback have you gotten? What were you reactingto? INTERVIEW SUMMARY Candidate Name: Position: Interviewer: Date: Chicago - Amsterdam Mumbai- Sa0 Paulo - Shanghai Wroclaw verte comScore Target Value: > MOTIVATED: We believethe solutions weprovidemake a differenceinthe world We areenthug ‘and devoted to excellence and high performance We ensure the job gets done no matter what it a | sare oy Key Actions: > Champions organizationalvision > Raises expectations and goals > Guides team progress Questions: Tell me about an employee who came to you with @ motivation problem. Giveme an example of a time when you were working on agroup project andthe other team members weren't motivated ‘to contribute What didyou do? ‘+ Sometimes teams losetheir motivation to perform Tell me about atime when you needed to inspirean unwillingor unmotivated team How didyou try to motivate them? ‘Situation ‘Action Result PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation /Task: Describea situation when. Why didyou. ..2 What were the circumstances surrounding... ? For Action: Exactly what didyou do? Describespecifically howyou did that What didyou do first? Second? Describeyour specificrole Walkme through the steps you took For Result: What wasthe result? How didit work out? What happened as a result? What feedback have you gotten? What were you reactingto? INTERVIEW SUMMARY Candidate Name: Position: Interviewer: Date: Target Competency: ‘EnESgecoMBtEMM: Mumbai Sa0 Paulo - Shanghal- Wroclaw rtmecouScore > POSITIVE: We striveto create a culture of optimism We believe that havinga positiveattituce matters. We endeavor to surround ourselves with people who possess apositiveoutiook Key Actions > Instillsconfidence > Provides a positiveoutiook > Uplifts spirit Question: Ye ect ‘© What aspects ofthe way you operate atwork have created a positiveimpactand/or impression on others? Provide examples. ‘+ How haveyou fostered positivethinking within your tear recent example 1 department, business unit, or organization? Walkme through a ‘+ Tell me about an employee/co-worker who cameto you with a concern How didyou handlethis situation? ‘Skustion/Task ‘aon Rew PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation/Task: | For Action: For Result: Describea situation when. Why didyou. ..2 What were the circumstances surrounding... ? Exactly what didyou do? Describespecifically howyou did that What didyou do first? Second? Describeyour specificrole What were you reactingto? Walkme through the steps you took INTERVIEW SUMMARY What wasthe result? How didit work out? What happened as a result? What feedback have you gotten? Candidate Name: Position: Interviewer: Chicago = Amsterdam Date: pal= S40 Paulo Shanghai - WroclawScore Target Value: > ACCOUNTABLE: Wetake responsibilty for ouractions. Weliveupto our commitments interms ira gil Fs performanceimprovements as well as client and organizational objectives. l Key Actions: > Maintains focus > Measures progress and outcome > Ensures accountability Question: ‘+ Describeatime when you were accountablefor helpinga group of peopletry anew way of thinkingabout a problem or opportunity. Think of arecent initiativethatyou were responsiblefor and describewhat you didto planforit (eg, tasks, actions, activities, figuring who would do what by when). Describeatime when you were accountablefor helpinga group of people understand anew way of thinkingabout problems and opportunities. ‘Situation) ‘Adion Result PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation/Task: Describea situation when. Why didyou. ..2 What were the circumstances surrounding... 2 What were you reactingto? For Action: Exactly what didyou do? Describespecifically howyou did that What didyou do first? Second? Describeyour specificrole Walkme through the steps you took For Result: What wasthe result? How didit work out? What happened asa result? What feedback have you gotten? INTERVIEW SUMMARY Candidate Name: Position: Interviewer: ate: Date: (Chicago *Amsteraary = UMTDAT™ SHS PATIO SAAT - Wroclaw rtmecouScore Target Value: > CHARACTER: We conduct business with honesty, integrity, and humility. We arecommitted to ty the client’s needs come first. Our characteris foundational tothe relationshipswebuild > Acts with integrity—Adheres to moral, ethical, and professional standards, regulations, and organizationalppolicies; keeps commitments to promised actions. > Openly discloses—Shares information about oneseif with others, acknowledgingstrengths as well as vulnerabilities; declares firm principles, values, motives, and intentions; represents information accurately and completely. Question: ‘+ Sometimes, itcanbe difficultto get contacts to be open, honest, and forthcoming Describea situation likethis. How did you manageit? ‘+ Tellme about atime when a customer askedyou about the weaknesses of your product/service How didyou respond? ‘+ Sometimes itcanbe challengingto give a coworker honest feedback Describeatime when you told a coworker what you ‘thought they wanted to hear rather thanthe truth. Whatwasthe result? ‘Situation Task ‘Ration Result PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation/Task: Describea situation when. Why didyou. ..2 What were the circumstances surrounding... ? What were you reactingto? For Action: Exactly what didyou do? Describespecifically howyou did that What didyou do first? Second? Describeyour specificrole Walkme through the steps you took For Result: What was the result? How didit work out? What happened as a result? What feedback have you gotten? INTERVIEW SUMMARY Candidate Name: Position: Interviewer Dat Target Value: Chicago - Amsterdam Mumbai- Sa0 Paulo - Shanghai Wroclaw rtmecouScore > TEAMWORK: We serve asan extension of our clients’ staff. We continually striveto build longlasting client relationships, \We identify our client's goals and align our services accordingly. Our successis linked directly to > Promotes team processes > Works well with others > Stays close—Monitors team performance andtakes actionto keep the team on track; offers the team own personal time; helpsin overcoming barriers and resolving conflict provides ongoingfeedback and appropriateguidance Question: ‘+ Describeatime when you had difficulty convincinga workteam to implement changes. How did you address their issues? ‘+ Describea situation where you needed to adjustyour work style/approachtoimprove your relationship with a coworker or leader. ‘+ Tellme about atime when you suggested that a peer be recognized for his/her contributions tothe team. ‘Situation Ration Result PROBING QUESTIONS TO BUILD COMPLETE STARS For Situation /Task: Describea situation when. Why didyou. ..2 What were the circumstances surrounding... ? For Action: Exactly what didyou do? Describespecifically howyou did that What didyou do first? Second? Describeyour specificrole Walkme through the steps you took For Result: What wasthe result? How didit work out? What happened asa result? What feedback have you gotten? What were you reactingto? Chicago - Amsterdam Mumbai- Sa0 Paulo - Shanghai Wroclaw rtmecou