Definitions and Behavioral Indicators

INITELLECTUAL FACTOR

(Handles) Ambiguity Interprets unclear situations; deals confidently with paradox; copes with
change.

 Shifts quickly from one situation to another.

 Keeps poise in a rapidly changing situation.
 Works well in an unstructured environment and can cope without rules.
 Makes sound decisions when faced with unclear situations.
 Continues to contribute when outcome is unclear.
Analytical Skilled in using analysis to draw conclusions from data; systematic and
rational.

 Reviews and assesses many parameters and variables to define key

problems.
 Analyzes complex problems in a systematic way.
 Evaluates reasonable alternatives before taking action.
 Interprets technical information and forms solid conclusions.
 Uses principles of logic to draw conclusions.
Articulate
Expresses oneself clearly in written or oral communication.

 Speaks with a style appropriate to the audience.

 Displays fluency when using language.
 Describes tasks clearly, concisely, and with imagination.
 Uses language to influence others.
 Displays thorough knowledge of grammar, syntax, and style.
Conceptual
Able to conceive mentally, formulate ideas; use imagination.

 Goes beyond the details and sees the “big picture”

 Draws the underlying or guiding principles from quantitative
information.
 Perceives patterns that are not obvious.
 Applies theoretical concepts to actual situations.
 Conceives logical conclusions from limited information.
Creative
Inventive; can develop original solutions to problems.

 Thinks in new ways and “outside the box.”

 Develops unique or unusual solutions.
 Explores new ways of thinking.
 Demonstrates inventiveness and imagination in approaching new or
difficult tasks.
 Creates new models or strategies to explain or solve problems.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
INITELLECTUAL FACTOR

Decisive Marked by decision or prompt determination; sticks with a decision when

challenged.

 Deals promptly with problems and issues.

 Shows confidence in making decisions.
 Remains firm when challenged.
 Takes immediate action and avoids procrastination.
 Acts as a catalyst in group decisions.
Detail-Oriented Rigorous attention to detail; item-by-item focus; meticulous and accurate.

 Prefers facts and details to abstract concepts.

 Methodical attention to detail.
 Recalls specific facts quickly and efficiently.
 Notices details not obvious to others.
 Verifies all work thoroughly to ensure accuracy.
Information Seeker
Intellectual curiosity; inquisitive nature.

 Asks probing questions.

 Takes little for granted.
 Finds out what is really happening.
 Gets several opinions.
 Investigates issues and gets the facts before making decisions.
Intuitive
Clearly understands and has insight not supported by obvious facts and
data.

 Perceives others’ feelings and motives quickly from subtle signs.

 Anticipates how new events will affect others.
 Comprehends a situation with little to no explanation.
 Has an inner sense of what’s called for.
 Takes appropriate action in the absence of objective data.
Judgment
Able to formulate opinions, compare, and decide; has good sense.

 Knows how to focus on key issues.

 Knows what is appropriate to the situation.
 Evaluates all aspects of a situation before acting.
 Weighs priorities when faced with multiple tasks.
 Considers reasonable alternatives before making decisions.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
INITELLECTUAL FACTOR

Organized Arranges work in an orderly way; has an orderly state of mind.

 Documents activities and tasks for future reference.

 Anticipates problems and develops plans to deal with unexpected.
 Plans, organizes, and monitors performance according to priorities.
 Uses schedules and flow charts to track progress.
 Arranges work schedules to meet critical deadlines.

Capable of perceiving situations as they really are; has insight or intuition;

Perceptive is politically astute.

 Understands the needs and values of others.

 Recognizes how others feel or behave.
 Senses or questions the presence of underlying motives.
 Observes and interprets clues about how others may think or feel.
 Shows awareness of differences that are not apparent.
Problem Solver
Effective at solving problems, not just defining or complaining about them.

 Uses good judgment in finding solutions.

 Discovers underlying causes that others may have overlooked.
 Takes on difficult tasks to solve problems.
 Finds solutions where others have failed.
 Thinks in problem-action-results terms.
Quick Study
Can master a situation or learn new things faster than contemporaries.

 Understands new tasks with minimum direction or training.

 Perceives meanings quickly.
 Understands methods and procedures independently.
 Analyzes problems and proceeds to solutions rapidly and effectively.
 Learns new skills with minimal instruction.
Strategic Thinker
Thinks in future-oriented terms; anticipates and considers external forces.

 Develops long-term plans to leverage resources.

 Relates short-term actions to long-range plans.
 Anticipates likely responses to different initiatives.
 Sees how current plans will be affected by future events.
 Develops contingency plans and “what if” scenarios.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
INTERPERSONAL FACTOR

Adaptable Capable of adapting to others and new situations; flexible; can handle
multiple tasks.

 Shifts among competing tasks and meets deadlines.

 Shows willingness and ability to change or adapt to change.
 Adapts to and works with diverse groups and work situations.
 Accommodates or compromises to meet group needs.
 Actively responds to others’ ideas and opinions.
Assertive Confident or insistent in stating opinions or claiming rights without
infringing on others

 Requests resources and information needed to do the job.

 Expresses opinions directly, confidently, and accurately.
 Presents new ideas with conviction.
 Affirms opinions or ideas even when challenged.
 Influences the way others think, feel, or behave.
Collaborative
Encourages a participative process; has a “win-win” orientation.

 Willingly seeks input from others before making a decision.

 Finds common ground in completing tasks and solving problems.
 Cooperates with others rather than working independently.
 Demonstrates support for the group over personal wishes.
 Shares recognition and credit with others.
Develops Others
Skilled in training or instructing others to realize their full potential.

 Gives positive, encouraging, and informative feedback.

 Provides the right development opportunities for others.
 Mentors co-workers of lesser experience or seniority.
 Provides clear objectives, expectations, and feedback.
 Responds to development needs and expectations of others.
Diplomatic
Tactful in dealing with diverse people or situations; has a sense of what is
fitting, thus avoiding giving offense.

 Understands and appreciates cultural differences.

 Shows respect for others’ feelings and opinions.
 Accommodates others while maintaining a sense of self.
 Handles sensitive information with discretion.
 Shows sensitivity in emotional and personal situations.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
INTERPERSONAL FACTOR

Direct Hones and to the point; straightforward and candid.

 Expresses ideas clearly and avoids “mixed signals.”

 States opinions openly and honestly.
 Deals promptly with problems and issues.
 Shows sincerity and frankness in dealing with others.
 Understands own feelings and expresses them firmly.
Empathetic Identifies with others; shows understanding or concern for others.

 Relates on a personal level to co-workers.

 “Tunes in” to others’ problems and concerns.
 Takes time to express concern for others.
 Understands motives and behavior of others.
 Reflects sensitivity to prevailing circumstance.
Independent
Not subject to the control, influence, or determination of others; inner
directed and not dependent on others

 Undertakes new tasks with minimal instruction.

 Demonstrates confidence and enjoyment in working alone.
 Shows comfort working with minimal feedback.
 Acts autonomously in solving problems.
 Follows through without supervision or direction.
Inspiring
Can infuse spirit; influences others to creative or effective efforts; a
“cheerleader.”

 Motivates others with one’s own vision and plans.

 Acts as a role-model for others.
 Encourages others to achieve outstanding results.
 Motivates others to accept a challenge.
 Generates enthusiasm.
Networking Skills
Develops and maintains relationships to help attain goals.

 Builds and maintains relationships and contact with many others.

 Develops and uses contacts to improve job performance.
 Develops expertise and lets others know of willingness to share.
 Shares information across organizational boundaries.
 Contributes information and valuable assistance to others.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
INTERPERSONAL FACTOR

Persuasive Can persuade or influence; convincing; impacts others.

 Overcomes resistance and closes a sale.

 Influences direction of a meeting or plan.
 Draws on a “peddler’s instinct” to know what will sell.
 Shows creativity and innovation in presenting ideas.
 Convinces others and wins support in an argument.
Risk-Taker Actively takes chances; will take a calculated risk to gain a reward.

 Works well in rapidly changing circumstance or environments.

 Takes action even though outcome is uncertain.
 Allows intuition to play an important part in decision-making.
 Tries different, unproven, or unusual approaches.
 Shows resolve in carrying an idea to conclusion.
Self-Confident
Confident in one’s own judgment, ability, or strength.

 Undertakes difficult tasks with the expectation of success.

 Trusts own judgment.
 Believes in own ability when challenged by others.
 Handles failures or criticism constructively.
 Makes decisions and sticks with them.
(Manages) Stress
Maintains performance under pressure or stress, without sacrificing
health.

 Handles interruption and changes without becoming less productive.

 Completes a large number of tasks without feeling overwhelmed.
 Prioritizes work in multi-task situations and avoids burnout.
 Keeps perspective and a sense of humor in tense situations.
 Maintains balance of interests and activities to relieve stress.
Teamplayer
Works well with a diverse or multi-disciplinary group to achieve a
common goal.

 Promotes team ownership of projects and avoids personal control.

 Provides unsolicited assistance to team members.
 Is open to others’ ideas.
 Balances personal gain with group goals.
 Collaborates rather than competes or acts autonomously.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
MOTIVATION FACTOR

Ambitious Enterprising; sets objectives beyond normal expectations; concerned

about achieving professional ambitions.

 Aligns one’s behavior with goals of organization.

 Goes beyond specific assignments; “goes the extra mile.”
 Requests assignments to develop and reach full potential.
 Seeks out self-improvement opportunities.
 Delivers on goals beyond management’s expectations.
(Wants a)Challenge Attracted to situations where results are not guaranteed and where
obstacles must be overcome.

 Seeks new assignments as a way to keep growing.

 Welcomes the challenge of a turn-around situation.
 Enjoys solving complex problems.
 Regards obstacles as opportunities.
 Assumes tasks beyond assigned responsibilities.
Committed
Pledges oneself to a course of action and is willing to sacrifice to make it
happen.

 Persists in the face of obstacles to reach objectives.

 Is the last one to give up on an assignment or project.
 Works long hours to reach stated goals.
 Has a personal conviction that sustains commitment.
 Makes personal sacrifices to complete a task.
Continuous Learner
Unusual desire to learn continuously, develop oneself, and keep current.

 Translates experiences into lessons learned.

 Learns from mistakes and changes behavior.
 Solicits feedback and deals constructively with criticism.
 Makes personal sacrifices to continue education and training.
 Seeks to learn new things and maintain professional competence.
Customer-Oriented
Attentive and responsive to customer concerns.

 Listens to and anticipates needs of the customer.

 Adjusts own schedule to put customer needs first.
 Responds quickly to customer problems.
 Initiates informal meetings to build relationships.
 Puts aside personal issues in favor of customer satisfaction.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
MOTIVATION FACTOR

Enthusiastic Has an intense or eager interest in something; is ardent and positive in

response.

 Shows passion and excitement in their work.

 Overcomes adversity.
 Expects the best outcome in the face of any challenge.
 Maintains a positive attitude toward challenges.
 Perceives and acts upon difficult tasks as opportunities.
Entrepreneurial Can organize and direct a business undertaking; willing to assume risk for
the sake of profit or achievement.

 Trades lack of security for lack of bureaucracy.

 Works with limited resources or in spite of organizational structure.
 Develops or promotes innovative ideas to increase the business.
 Demonstrates ability to expand in new directions or acquire new
businesses.
 Assumes current risk for potential or future reward.
Goal-Oriented
Seeks to accomplish a specific end or outcome; presets goals and begins
work with the end in mind.

 Clearly defines each objective and measurement criteria.

 Uses management by objectives.
 Uses a systematic process to develop plans and achieve outcomes.
 Shows determination and commitment in reaching a goal.
 Avoids short-term distractions in achieving long-term goals.
Hard-Working
Labors vigorously; does more than fair share.

 Shows commitment to the job despite long hours.

 Makes personal sacrifices in order to get the job done.
 Works long hours to complete tasks.
 Does more than one’s fair share; goes the extra distance.
 Completes tasks and assignments and asks for or finds new work.
Initiative
Pro-active; makes things happen; takes the first step.

 Acts as a catalyst; develops new ideas and persuades others.

 Does more than is expected and before being asked.
 Anticipates situations that will require response.
 Takes decisive action independently and is self-accountable.
 Acts rather than reacts and is willing to take a risk.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.
MOTIVATION FACTOR

Optimistic Expects the best outcome.

 Uses a positive explanatory style to describe adverse events.

 Accepts rejection without personalizing it.
 Expects a positive outcome when facing new challenge.
 Regains energy quickly after defeat.
 Is persistent and undaunted in the face of challenges.
Persistent Refuses to give up especially when faced with opposition or difficulty.

 Pursues a task when others have given up.

 Shows commitment to completing a job.
 Perseveres in handling minute details.
 Repeatedly tries over time.
 Tries various approaches to reach a goal.
Quality Commitment
Has a consistent attitude and respect for high quality standards.

 Seeks and shares expertise on best practices.

 Maintains quality standards despite schedule pressures.
 Assimilates and pursues company’s beliefs about quality of work.
 Follows one’s own standards, which exceed what is required.
 Avoids “short-cuts” that may adversely impact work quality.
Resourceful
Clever in finding and using alternative solutions or resources

 Finds other resources when limited by time, budget, or head count.

 Seeks good ideas from diverse sources.
 Leverages the experience, expertise, and work of others.
 Finds a way when none seems to exist.
 Uses imagination in solving problems.
Self-Motivated
Has inner drive and motivation; inner directed and not dependent on
others.

 Undertakes new tasks without direction.

 Achieves results with minimal supervisor feedback.
 Sets own goals and timetables.
 Works independently to achieve success and realize potential.
 Pursues learning opportunities to keep current.

Effective Interviewing Handout #2

Adapted from Getting In Touch With The Candidate, Management Team Consultants, 1999.