The McQuaig Job Fit Interview Guide€¦ · · 2017-04-29The McQuaig Job Fit Interview Guide Kunbi Alayande IAC ... Explore her past looking for examples where she ... Positive

The McQuaigJob FitInterviewGuide

Kunbi Alayande

IAC

Assessment Date: March 2, 2017

® Registered Trade Mark of The McQuaig Institute of Executive Development Ltd., Toronto, Canada

INTERVIEWER CHECKLIST

This report is designed to help you compare the profile of Kunbi Alayande to the behavioural job demandsfor the role of Head of Internal Audit. It will assist the interviewer in developing an interview strategy thatprobes more deeply into on-the-job behaviours.

1. BEFORE THE INTERVIEW

1 2 3

Review job requirements, thecandidate's resume and TheMcQuaig Word Survey®.

Telephone screen thecandidate to clarify skills andfit.

Review the interview questionsand get an understanding ofwhat to expect in theresponses.

2. INTERVIEW STRUCTURE (1 HOUR INTERVIEW)

FIRST 5 MINUTES: Offer a refreshment, develop rapport; make the candidate feel comfortable,discuss areas of common interest.

NEXT 5 MINUTES: Inform candidate of interview structure; provide a brief overview of yourcompany and the role but do not describe specific qualities that you seek inthe ideal candidate.

NEXT 40 MINUTES: Candidate provides information about job history. If the candidate hasquestions, defer to the end of the interview.

FINAL 10+ MINUTES: Candidate asks questions. Discuss the great opportunity that your companyprovides, but also make them aware of the possible challenges the successfulcandidate may face.

Kunbi AlayandeInterviewer Checklist 2

3. AFTER THE INTERVIEW

Review your notes, add detail, score responses and make a recommendation.

Be on time and ensure no interruptions from phones, email, or people.

Do not read questions to the candidate—ask them in a casual, friendly tone.

Be non-judgemental—the interview is for information gathering, not decision-making.

The candidate should be doing 80% of the talking.

Take brief notes, but maintain eye contact and smile often.

TIPS

Note: In most countries, human rights or equal opportunity legislation makes it unlawful to askor record anything that would indicate the candidate's age, sex, marital or family status, etc.

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Kunbi AlayandeInterviewer Checklist 3

GRAPHICAL SUMMARY

This report compares the profile for the position of Head of Internal Audit to The McQuaig Word Survey®

results for Kunbi Alayande.

Head of Internal Audit Kunbi Alayande

Situational Real

BEHAVIOURAL SCALES

Dominant ↔ Accepting (Competitive, Goal Oriented ↔ Deliberate, Cautious)

Sociable ↔ Analytical (Empathetic, Extroverted ↔ Logical, Task Oriented)

Relaxed ↔ Driving (Patient, Reliable ↔ Restless, Pressure Oriented)

Compliant ↔ Independent (Conscientious, Detail Oriented ↔ Strong Minded, Persistent)

Kunbi AlayandeGraphical Summary 4

SUMMARY OF JOB FIT

Potential Match —

The scores of Kunbi Alayande producea potential behavioural match to thereference profile.

Kunbi AlayandeSummary of Job Fit 5

ANALYSIS OF JOB FIT

DOMINANT ↔ ACCEPTING POTENTIAL MATCH

SOCIABLE ↔ ANALYTICAL POTENTIAL MATCH

RELAXED ↔ DRIVING POTENTIAL MATCH

COMPLIANT ↔ INDEPENDENT POTENTIAL MATCH

Success in this position requires someone whois...

Kunbi Alayande is...

Very competitive, ambitious, goal oriented,wanting challenge and opportunity.

Independent, persistent and dislikes beingsupervised.

Friendly and sociable, more interested inpeople than in ideas and methods.

Restless and energetic, impatient with thestatus quo.

Extremely competitive, ambitious, goaloriented, even aggressive, needing constantchallenges and opportunities.

Basically independent, preferring to avoidworking under supervision.

Able to maintain a balance between beingsociable and analytical.

Extremely restless, driving, energetic, definitelyimpatient, pushing to change to the point ofpossibly being erratic at times.

Kunbi AlayandeAnalysis of Job Fit 6

GAP ANALYSIS

Kunbi Alayande has scored just outside the desired range on the Dominant-Accepting scale.

Vs. Too Dominant

Has been too aggressive and competitive.

Has taken irresponsible chances.

Positive Examples

Has demonstrated a need to win and ahealthy sense of competition.

Has set ambitious, challenging goals.

Has stepped up to take charge.

Has taken calculated risks to achieve results.

Has worked effectively with people.

Or Not Dominant Enough

Has been too unassertive and submissive.

Has avoided confronting uncomfortablesituations.

Tell me about the last time you had to step in and take charge of a situation.

Tell me about the most ambitious goal you set for yourself.

Have you ever felt that you didn't get the recognition that you deserved? Tell me about it.

Tell me about the most difficult associate you ever had to work with.

SUMMARY: DOMINANT-ACCEPTING TRAIT

1 2 3 4 5 6 7

Very strongevidence thatthe candidatedoes not usethis traiteffectively.

Strongevidencethat thecandidatedoes notuse this traiteffectively.

Someevidencethat thecandidatedoes notuse thistraiteffectively.

Thecandidatemay ormay notuse thistraiteffectively.

Someevidencethat thecandidatedoes usethis traiteffectively.

Strongevidencethat thecandidatedoes usethis traiteffectively.

Very strongevidencethat thecandidatedoes usethis traiteffectively.


GAP ANALYSIS

Kunbi Alayande has scored just outside the desired range on the Sociable-Analytical scale.

The reference profile calls for someone who is more sociable than she is. To determine how this will impactjob performance, ask the questions below.

Explore her past looking for examples where she needed to behave more sociably, and how it affected herperformance. Positive and negative examples of the trait have been provided below. Probe to ensure thatyou get specific, detailed responses.

Vs. Too Sociable

Has been distracted easily.

Has reacted emotionally.

Has had problems listening.

Positive Examples

Has demonstrated good communicationskills.

Has remained positive and optimistic indifficult times.

Has handled people problems tactfully.

Has become involved without losingperspective.

Has built harmonious relationships.

Or Not Sociable Enough

Has not developed good relationships.

Has overlooked people concerns.

Has been distant.

Tell me about a recent accomplishment where your people skills were really put to the test.

Were you ever in a situation where you were not kept in the loop on a key decision? Tell me about it.

SUMMARY: SOCIABLE-ANALYTICAL TRAIT

1 2 3 4 5 6 7









GAP ANALYSIS

Kunbi Alayande has scored just outside the desired range on the Relaxed-Driving scale.

Vs. Too Driving

Has rejected the status quo.

Puts too much pressure on.

Has been very "last-minute".

Positive Examples

Has consistently shown a restless, drivingsense of urgency.

Has a history of diving in quickly.

Has searched out opportunities for change.

Has responded well to intense pressure anddeadlines.

Or Not Driving Enough

Has reacted negatively to short timeframes.

Has been slow to respond to emergencies.

Give me a recent example of when you needed a high amount of energy to achieve results.

Tell about a time when you had to make a trade-off to meet a tight deadline.

SUMMARY: RELAXED-DRIVING TRAIT

1 2 3 4 5 6 7








GAP ANALYSIS

Kunbi Alayande has scored just outside the desired range on the Compliant-Independent scale.


Vs. Too Independent

Has persisted to the point of being inflexible.

Has been opinionated.

Has disregarded rules.

Positive Examples

Has offered an independent, determinedapproach.

Has faced up to resistance.

Has shown an ability to express viewswithout alienating others.

Has been decisive, innovative and adaptable.

Or Not Independent Enough

Has not been assertive, even when right.

Has had difficulty showing initiative.

What was the toughest decision you ever had to make? Why was it so tough?

Tell me about a time you came up with an innovative idea that was not well received.

SUMMARY: COMPLIANT-INDEPENDENT TRAIT

1 2 3 4 5 6 7









ATTITUDES AND BELIEFS

Positive Examples

Has she maintained a positive, optimisticoutlook?

Is she self-confident and do herachievements support this confidence?

Has she set high personal standards?

Has she remained ethical in tryingcircumstances?

Negative Examples

Has she shown hesitation and doubt in her ownabilities?

Is she openly critical of previous employers andco-workers?

Has she cut corners to get things done?

Is she distrustful of others' motivations?

Tell me about a recent assignment or project at work that demonstrated the standards you've set foryourself and your work.

Tell me about a time when you had to stay positive to get a project completed, despite obstacles.

Sometimes it is tough to keep our spirits up. Tell me about a time when you felt really down in your job.

How would you assess your current boss (or company)?

Sometimes we have to bend the rules to get the job done. Tell me about your experience in this regard.

SUMMARY: ATTITUDES AND BELIEFS

1 2 3 4 5 6 7









SELF MOTIVATION

Positive Examples

Has she gone beyond what was expected?

Has she attacked previous work assignmentstenaciously?

Has she been passionate about her work?

Has she acted without waiting to be toldwhat to do?

Negative Examples

Has she had difficulty sustaining a strong effortover time?

Has she few examples of when she went beyondwhat was expected?

Has she demonstrated little dedication inprevious jobs?

Has she defined her role narrowly?

Tell me about a project that you felt passionate about.

Tell me about a time when you were really excited by a project or assignment.

Can you describe a situation where you felt you went above and beyond the call of duty?

Tell me about a situation when you felt you were stretched to the limit?

Do you feel you are more internally driven than most? Why do you say that?

SUMMARY: SELF MOTIVATION

1 2 3 4 5 6 7









STABILITY AND PERSISTENCE

Positive Examples

Does she have a history of consistentinterests, goals and activities over time?

Has she stood up to resistance?

Has she kept her morale up and maintainedeffort despite obstacles?

Has she viewed setbacks as learningopportunities?

Negative Examples

Has she had difficulty staying the course?

Has she given up when the going got tough?

Does she have a history of uncompletedprojects?

Has she taken the path of least resistance?

Has she changed focus frequently?

Would you tell me about a time when you really had to be tenacious to get the job done?

Can you tell me about a time when you faced a number of setbacks in your job? How did you handle it?

How do you respond when others around you are not pulling their weight?

Tell me about an important goal you set. How did you do?

Can you tell me about a time when things got to be too much for you? How did that come out?

SUMMARY: STABILITY AND PERSISTENCE

1 2 3 4 5 6 7









MATURITY AND JUDGEMENT

Positive Examples

Has she employed a common senseapproach?

Has she accepted responsibility for bothgood and bad?

Has she learned from her mistakes?

Has she foregone short-term rewards forlonger term benefits?

Does she share credit?

Negative Examples

Has she acted with little forethought?

Has she shown a lack of self discipline?

Does she blame others?

Has she made bad judgement calls?

Does she rationalise?

Does she refuse to admit it when she is wrong?

Can you tell me about a time when you've had to make a sacrifice that had little reward in the short-term?

Tell me about a time when you received criticism that you felt was unjust. What did you do?

Sometimes we make mistakes. Can you give me an example of such a situation?

Can you describe a situation where you exercised particularly good judgement?

Tell me about a recent success, or failure.

SUMMARY: MATURITY AND JUDGEMENT

1 2 3 4 5 6 7









APTITUDES/CAPACITY TO LEARN

Positive Examples

Has she absorbed and adapted to new ideasand/or tasks readily?

Does she have a proven ability to solvecomplex problems?

Has she shown a commitment to on-goinglearning?

Has she volunteered for new assignments?

Negative Examples

Has she had difficulty learning new skills orconcepts?

Has she shown limited progress andachievement?

Does she do little professional or even outsidereading?

Has she had problems with technology?

When you started your last job, what things came to you naturally and what areas did you really have toapply yourself to understand?

Can you give me an example of a time you had difficulty grasping a new concept?

What efforts do you make to keep yourself up to date?

Tell me about a complex problem you had to resolve. How did it go?

Can you tell me about a project that you worked on where it was a struggle to keep the "big picture" inmind?

SUMMARY: APTITUDES/CAPACITY TO LEARN

1 2 3 4 5 6 7









BEHAVIOURAL SUMMARY

Score the level of fit based on Word Survey Results and responses to Questions.

Dominant ↔ Accepting Scale

1 2 3 4 5 6 7

Compliant ↔ Independent Scale

1 2 3 4 5 6 7

Relaxed ↔ Driving Scale

1 2 3 4 5 6 7

Sociable ↔ Analytical Scale

1 2 3 4 5 6 7

Skills/Experience Summary

1 2 3 4 5 6 7

Attitudes and Beliefs

1 2 3 4 5 6 7

Self Motivation

1 2 3 4 5 6 7

Stability and Persistence

1 2 3 4 5 6 7

Maturity and Judgement

1 2 3 4 5 6 7

Aptitudes/Capacity to Learn

1 2 3 4 5 6 7

References

1 2 3 4 5 6 7

Kunbi AlayandeJob Fit Review 16

SUMMARY

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Kunbi AlayandeSummary 17

Documents

The McQuaig Job Fit Interview Guide€¦ · · 2017-04-29The McQuaig Job Fit Interview Guide Kunbi Alayande IAC ... Explore her past looking for examples where she ... Positive