This guide supports equitable, consistent, and competency-based interviewing roles at Purdue University. Hiring Managers and those participating in the interview process are expected to evaluate candidates based on job-related criteria using behavior-based interview questions. Select a couple of these questions to assess candidates on the Leadership Competency Model.
Key Interview Expectations
- Ask the same core questions of all candidates.
- Focus on past behavior as a predictor of future performance.
- Use objective, competency-based notes.
- Avoid assumptions, personal information, or non-job-related comments.
Safety Reminder
For roles with operational, facilities, lab, event, equipment, or compliance responsibilities, safety-related questions must be included and considered in the evaluation.
Interview Question Selection
- Use behavior-based questions focused on past actions as predictors of future performance.
- Ask the same core questions of all candidates to ensure fairness and equity.
- Evaluate job-related competencies only.
- Avoid hypothetical, leading or personal questions.
- Use follow-up probes to clarify actions, decisions and outcomes.
- Document interview responses using objective, job-related notes.
Before the Interview
- Review the job description and required competencies.
- Assign each committee member a primary competency focus.
- Ensure all committee members understand:
- Questions must be job-related.
- The same questions must be asked of all candidates.
During the Interview
- Ask behavior-based questions focused on real experiences.
- Use probing questions consistently:
- What was your role?
- What actions did you take?
- What was the outcome?
- What did you learn?
- Take objective notes tied to competencies, not impressions.
- Allow candidates time to think and respond fully.
After the Interview
- Evaluate candidates using demonstrated evidence, not potential.
- Avoid comparisons during notetaking; score independently first.
- Discuss ratings using specific examples from candidate responses.
- Do not document:
- Personal assumptions
- Non-job-related observations
- Protected or personal information
Competency Mapping and Interview Questions
1. Professional Effectiveness
Communication, Emotional Intelligence, Presentation Skills
Core Competency Definition
The mastery of personal awareness and interpersonal skills enables effective communication, professionalism and self-management.
Interview Questions
- Tell us about a time when you misunderstood instructions or expectations. How did you realize it, and what did you do to correct the situation?
- Describe a situation where you had to communicate complex or sensitive information to someone who was frustrated or resistant.
- Give an example of feedback you received that was difficult to hear. How did you respond, and what changed as a result?
- Tell us about a time when you had to remain professional in a stressful or emotionally charged situation.
- Describe a situation where your communication style did not land as intended. What did you learn from it?
- Tell us about a time when you had to adjust how you communicated to meet the needs of a specific audience.
- Give an example of when you had to present information clearly and concisely under time pressure.
- Tell us about a time when poor communication created a problem. What role did you play in resolving it?
- Describe how you ensure others understand your message when expectations or instructions are complex.
- Tell us about a time when your professionalism positively influenced an outcome or working relationship.
What to Listen for
- Self-awareness and accountability
- Clear, structured communication
- Ability to adjust communication style
- Emotional regulation under pressure
2. Relationship Management
Conflict Management, Collaboration, Influence, Coaching, Change
Core Competency Definition
The ability to build trust, manage conflict and collaborate effectively across teams and stakeholders.
Interview Questions
- Tell us about a time you worked with someone who was difficult to collaborate with. What made it challenging, and how did you handle it?
- Describe a situation where your ideas were strongly opposed. How did you respond, and what was the outcome?
- Give an example of a time when you had to influence others without having direct authority.
- Tell us about a conflict within a team that you helped resolve. What role did you play?
- Describe a time when you had to delegate work to someone who already had a full workload.
- Tell us about a time when you coached or supported someone to improve their performance.
- Give an example of how you helped a team or individual adapt to change.
- Describe a situation where trust had to be rebuilt in a working relationship.
- Tell us about a time when collaboration across departments was necessary to achieve a goal.
- Describe a time when you had to balance competing perspectives while maintaining productive relationships.
What to Listen for
- Respectful conflict resolution
- Influence without authority
- Empathy and perspective-taking
- Willingness to adapt approach
3. Business Acumen
Managing Projects, Financial Awareness, Customer Focus, Talent Support
Core Competency Definition
Understanding how work connects to operational goals, resources and service outcomes.
Interview Questions
- Walk us through how you organize and prioritize your work when managing multiple deadlines.
- Tell us about a project you managed from planning through completion. How did you track progress and success?
- Describe a time when your priorities changed unexpectedly. How did you adjust?
- Give an example of when you had to balance efficiency with quality or service expectations.
- Tell us about a time when you identified a process improvement that saved time or resources.
- Describe how you ensure your work aligns with departmental or organizational goals.
- Tell us about a time when you had to manage limited resources effectively.
- Give an example of how you support or contribute to talent development or onboarding.
- Tell us about a time when you had to meet the needs of multiple stakeholders with competing expectations.
- Describe a situation where strong planning or organization led to a successful outcome.
What to Listen for
- Planning and prioritization skills
- Ownership and follow-through
- Awareness of resource constraints
- Service-oriented mindset
4. Analytical Intelligence
Critical Thinking, Managing & Interpreting Data
Core Competency Definition
Using data, logic and analysis to inform decisions and improve processes.
Interview Questions
- Tell us about a time when you had to analyze information quickly to make a decision.
- Describe a situation where you identified a potential problem before it became serious.
- Give an example of how you use data, reports or metrics to improve your work.
- Tell us about a decision you made with limited information. What was the outcome?
- Describe a time when your initial solution did not work. How did you adjust?
- Tell us about a time when you missed an obvious solution. What did you learn from that experience?
- Give an example of when you had to evaluate multiple options and recommend a course of action.
- Describe how you approach solving complex or unfamiliar problems.
- Tell us about a time when data challenged your assumptions. How did you respond?
- Give an example of how critical thinking helped you improve a process or outcome.
What to Listen for
- Logical decision-making
- Comfort with data and metrics
- Preventive thinking
- Continuous improvement mindset
5. Safety and Risk Awareness
Operational Safety, Compliance, Risk Identification
Core Competency Definition
Recognizing, addressing and promoting safe work practices and compliance with policies and procedures.
Note for Committees:
Safety is a shared responsibility at Purdue. This section is required for AO roles with operational, facilities, lab, event or compliance exposure.
Interview Questions
- Tell us about a time when you noticed a task, process or environment that was unsafe. How did you respond?
- Describe a situation where safety procedures conflicted with deadlines or productivity. What decision did you make?
- Tell us about a time when you had to remind or correct someone regarding safety expectations.
- Have you ever identified a potential equipment malfunction or operational risk before it became a problem? What did you do?
- Describe a time when you escalated a safety concern. What was the outcome?
- Tell us about a time when following safety procedures required you to slow down or change course.
- Give an example of how you promote a culture of safety in your daily work.
- Describe a situation where you had to follow strict safety or compliance protocols.
- Tell us about a time when you were unsure how to address a safety issue. What steps did you take?
- Describe how you ensure safety expectations are followed consistently, even when no one is watching
What to Listen for
- Willingness to speak up
- Knowledge of procedures and escalation paths
- Commitment to safety over convenience
- Accountability and prevention mindset