Create Your Interview Agenda HerePowered by Pew’s Talent Acquisition Team: We believe that equity is about creating equal opportunities for success, regardless of starting points. 1. Job Title: * 2. Hiring Manager(s): Interview Stage Interview One Interview Two Interview Three Interview Four Final Interview 3. Adheres to a Non-Partisan, Fact-Based Orientation: Uses data for decision-making. Approaches issues in a non-partisan, open- minded manner, using the best available facts, with serious consideration of alternative viewpoints and arguments. 1. Can you describe a time when you had to make a decision and all of the available facts and data were pointing in one direction but your gut feeling was telling you to go in a different direction? What did you do? 2. Tell me about a time when you thought you had your mind made up but then had someone influence your thinking and change your mind. 4. Applies Strategic and Critical Thinking: Proactively anticipates strategic opportunities to leverage Pew’s influence through critical analysis of project feasibility and identification of potential solutions. Understands Pew’s competitive advantages, including brand, capacity, and technical expertise. Leverages sound judgment. Applies rigorous measurement to gauge success. Views knowledge management as an institutional priority. 1. Describe a project you worked on that involved critical or analytical thinking and that did not go very well. What did you learn? What would you do differently and why? 2. Can you describe for me a particularly thorny problem that you were pleased to solve? 3. What is the best example you can provide of your success in solving a particularly difficult or challenging customer problem? 5. Communicates Effectively: Uses a concise, to-the-point writing style; edits the work of others as appropriate. Distills and clearly conveys complex information to general audiences. Ensures all communication is jargon-free, persuasive, credible, and successful. Establishes open communication—verbal or written—with all stakeholders. 1. Can you describe for me a time when you had to sway the thoughts or opinions of others? How did you do it? 2. Tell me about a time you wish you had demonstrated tact and diplomacy. Would you do anything differently this time? 3. Describe a time when someone was explaining complex information and you did not understand everything. What happened and what did you do? 6. Demonstrates Professional Ethics and Personal Integrity: Establishes trust and confidence among peers and stakeholders. Honest in behavior and ethics; consistent between words and deeds. Operates with transparency and integrity. Evidences professionalism and seasoned judgment in problem-solving and decision-making. Adheres to Pew’s policies and procedures. Rises above narrow, short-term or individual concerns in order to think more broadly about the best interests of the institution. 1. Have you ever witnessed a person doing something that you felt was against company policy. What did you do and why? 2. Under what circumstances have you felt it justifiable to break a confidence or lie? 3. Have you ever faced a significant ethical problem at work or school? What was the situation? How did you handle it? 7. Ensures Operational Excellence: Consistently upholds Pew standards for operational excellence and compliance. Acts in the best interest of the institution, despite risk to the project or campaign. Recognizes how Pew operates at the institutional level affects overall success. Adheres to the letter and spirit of Pew policies and procedures. Consistently manages to and meets operational expectations, such as contracts, performance evaluations and timesheets. Actively addresses and works to stop non-compliance. 1. Standards of operational excellence are essential to success. Tell me about a time when you had to work within a set of standards to reach your goals. Please be specific about what you achieved. Competing priorities often require a decision to act in favor of one priority over another. Can you describe a time when you faced competing priorities and how you managed that situation? 8. Evidences Technical Proficiency: Keeps up-to-date and is at the leading edge of one’s professional field, continuously building and sharing knowledge. Exercises project management to produce the highest quality outcomes. Leverages experience and effective problem solving to overcome hurdles. Employs the specific technical skills required for the role. 1. Can you describe the work environment and culture of your current/past employer? 2. How did you enjoy/not enjoy working in that environment? 3. How is/was your performance measured? 4. Can you describe a situation that last tested your subject matter knowledge? 9. Focuses on Results: Actively and aggressively pursues new opportunities for Pew to excel in Board-approved areas. Knows and responds effectively to the organizational and project-level competitive landscape. Identifies measurable goals that can be met within specified timeframes. Is able to execute; has a bias for action and results. Demonstrates effective stewardship of Pew resources and reputation. Manages financial results. 1. Describe a situation in which you had to take a calculated risk in order to achieve a needed result. What issues did you consider? What did you do? What was the result? 2. What is the best example you can provide of how your own initiative made the difference in achieving needed results? What actions did you take? How did you decide to make a difference? 3. When have you missed an important deadline? Why did you miss it? What was the outcome? 10. Leads with Excellence: Functions with unparalleled professionalism and careful attention to detail. Inspires performance. Demonstrates courage by holding self and others accountable for results and by leading organizational change. Evolves leadership style with and as the organization transforms. Appropriately and thoughtfully balances needs with available resources and constraints. 1. What is one of the most difficult leadership challenges you have ever faced? What in particular made it so difficult? What did you do? What was the result? 2. Give examples of when people have readily followed your lead and when they did not. How do you account for the differences? 3. Provide an example of a time when you were in an important leadership role. What would an “outsider” say about your organization as a result of your leadership? What were your primary responsibilities? What specific goals did you set out to achieve? What were your challenges? What would you do differently? How did you handle resistance? 11. Manages with Respect and Tolerance: Treats everyone with dignity and respect, regardless of position in the organization, and insists others do the same. Takes time to listen and to understand other perspectives. Exercises diplomacy. Provides constructive, candid feedback while demonstrating tolerance for others. Fosters and expects more and better performance from self and others. Recognizes, rewards and shares credit. Promotes the professional development of colleagues, building bench strength in anticipation of future needs. 1. Describe a time when you inadvertently or unintentionally demonstrated disrespect to someone. How did you handle it? 2. Tell me about a time when you needed to negotiate with someone. 12. Operates Collaboratively: Establishes open, courteous and collegial relationships with colleagues and external partners. Shows humility, admits mistakes, and asks for help and feedback. Accepts responsibility and accountability for individual actions. Solicits and values input and participation from an appropriate cross-section of staff, both inside and across departments. Recognizes and believes in the importance of teamwork for the organization and the project. 1. Tell me about a situation in which you had to gain the respect of your colleagues quickly. What did you do? What was the outcome? 2. Share an example of a time when you were a member of a “high performing team.” How did the team operate? What did you contribute? What was the result? What were your frustrations? 3. From time-to-time we’ve all had to work with someone who is difficult to get along with. Can you remember a time when this occurred? Please describe how you handled it? 13. Organizational Compatibility: 1. Please describe the ideal job and explain what makes it ideal. 2. Tell me about your academic background and then give me a description of how you think it relates to our current opening. 3. How does this opportunity square with your ideal position? What do you view as the opportunities and advantages as well as risks in joining us? 4. Staffs at Pew adhere to a specific set of organizational policies and procedures which have supported the organization’s reputation. Can you describe any instances where you have followed specific policies and procedures to guide your actions and behaviors? 5. Pew has a collaborative culture that provides input and feedback to everyone’s work. Can you describe a time when you received feedback that helped you with your work? How about a time when feedback hindered your objectives? How did you manage that situation? Additional Questions You're done! Please enter your email address. Thank you!
