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Knowledge of interviewing concepts and techniques; ability to conduct a conversation with another person to gather required information.

Behavior Statements

Proficiency Level 1 - Basic understanding

Describes different types of interviews.

Gives examples of effective interview techniques.

Describes the role that body language plays during an interview.

Explains how to research organizational policies for interviews.

Proficiency Level 2 - Working experience

Assists in conducting formal interviews.

Prepares effectively for the interview.

Uses planned techniques to build rapport in the interview.

Controls the interview to stay focused on the matter at hand.

Takes notes about key points discussed without disrupting the interview.

Proficiency Level 3 - Extensive experience

Conducts numerous interviews covering a wide range of topics and interviewees.

Coaches others to help them develop their own interviewing skills.

Creates interview guides or scripts to be used by others.

Organizes events in which large numbers of individuals will be interviewed.

Probes beyond surface issues to get to underlying facts and feelings.

Manages difficult interviewees and controversial topics.

Proficiency Level 4 - Subject matter depth and breadth

Plays a leadership role in developing the organization's interviewing policies.

Helps senior managers prepare for upcoming, senior-level interviews.

Writes guidelines that ensure consistency, confidentiality, and policy compliance in interviews.

Monitors the industry for new approaches to interviewing.

Creates procedures for the proper archival and disposal of confidential material.

Elaborates on the pros and cons of telephone interviews and other non-traditional interviews.

Interview Questions

  • When interviewing a candidate, how do you assess whether or not they would "fit in" at your organization?
  • What steps do you take to prepare for an interview?
  • What types of non-verbal communications (body-language) do you look for during an interview?
  • Tell me about an employee that you interviewed who ultimately did not succeed in your organization. What could you have done differently during the interview process to predict this?

Titles with Shared Competencies