{"id":2628,"date":"2026-04-14T17:00:10","date_gmt":"2026-04-14T17:00:10","guid":{"rendered":"https:\/\/www.purdue.edu\/operations\/intranet\/?page_id=2628"},"modified":"2026-05-12T15:33:27","modified_gmt":"2026-05-12T15:33:27","slug":"interview-and-resource-guide","status":"publish","type":"page","link":"https:\/\/www.purdue.edu\/operations\/intranet\/home\/talent-management\/leadership-competencies\/interview-and-resource-guide\/","title":{"rendered":"Interview\u00a0and Resource Guide\u00a0"},"content":{"rendered":"
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Administrative Operations Interview\u00a0and Resource Guide\u00a0<\/h1>\n
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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<\/a>. <\/p>\n\n\n\n

Key Interview Expectations\u00a0<\/h3>\n\n\n\n
    \n
  • Ask the same core questions of all candidates. <\/li>\n\n\n\n
  • Focus on past behavior as a predictor of future performance. <\/li>\n\n\n\n
  • Use objective, competency-based notes.   <\/li>\n\n\n\n
  • Avoid assumptions, personal information, or non-job-related comments.<\/li>\n<\/ul>\n\n\n\n

    Safety Reminder\u00a0<\/h3>\n\n\n\n

    For roles with operational, facilities, lab, event, equipment, or compliance responsibilities, safety-related questions must be included and considered in the evaluation. <\/p>\n\n\n\n

    Interview Question Selection\u00a0<\/h3>\n\n\n\n
      \n
    • Use\u00a0behavior-based questions\u00a0focused on past actions as predictors of future performance.\u00a0<\/li>\n\n\n\n
    • Ask\u00a0the same core questions of all candidates\u00a0to ensure fairness and equity.\u00a0<\/li>\n\n\n\n
    • Evaluate\u00a0job-related competencies only.\u00a0<\/li>\n\n\n\n
    • Avoid hypothetical, leading or personal questions.\u00a0<\/li>\n\n\n\n
    • Use\u00a0follow-up probes\u00a0to clarify actions, decisions and outcomes.\u00a0<\/li>\n\n\n\n
    • Document interview responses using\u00a0objective, job-related notes.\u00a0<\/li>\n<\/ul>\n\n\n\n

      Before the Interview<\/strong> <\/h3>\n\n\n\n
        \n
      • Review the\u00a0job description\u00a0and required competencies.\u00a0<\/li>\n\n\n\n
      • Assign each committee member a\u00a0primary competency focus.\u00a0<\/li>\n\n\n\n
      • Ensure all committee members understand: \n
          \n
        • Questions must be\u00a0job-related.\u00a0<\/li>\n\n\n\n
        • The\u00a0same questions\u00a0must be asked\u00a0of\u00a0all candidates.\u00a0<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n

          During the Interview<\/strong> <\/h3>\n\n\n\n
            \n
          • Ask\u00a0behavior-based questions\u00a0focused on real experiences.\u00a0<\/li>\n\n\n\n
          • Use probing questions consistently: \n
              \n
            • What was your role? <\/li>\n\n\n\n
            • What actions did you take? <\/li>\n\n\n\n
            • What was the outcome? <\/li>\n\n\n\n
            • What did you learn? <\/li>\n<\/ul>\n<\/li>\n\n\n\n
            • Take\u00a0objective notes\u00a0tied to competencies, not impressions.\u00a0<\/li>\n\n\n\n
            • Allow candidates time to think and respond fully.\u00a0<\/li>\n<\/ul>\n\n\n\n

              After the Interview<\/strong> <\/h3>\n\n\n\n
                \n
              • Evaluate candidates using\u00a0demonstrated\u00a0evidence, not potential.\u00a0<\/li>\n\n\n\n
              • Avoid comparisons during\u00a0notetaking;\u00a0score independently first.\u00a0<\/li>\n\n\n\n
              • Discuss ratings using\u00a0specific examples\u00a0from candidate responses.\u00a0<\/li>\n\n\n\n
              • Do not document: \n
                  \n
                • Personal assumptions <\/li>\n\n\n\n
                • Non-job-related observations <\/li>\n\n\n\n
                • Protected or personal information <\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n

                  Competency Mapping and Interview Questions<\/strong> <\/h2>\n\n\n\n

                  1. <\/strong>Professional Effectiveness <\/h3>\n\n\n\n

                  Communication, Emotional Intelligence, Presentation Skills<\/em> <\/p>\n\n\n\n

                  Core Competency Definition <\/h4>\n\n\n\n

                  The mastery of personal awareness and interpersonal skills enables effective communication, professionalism and self-management.\u00a0<\/p>\n\n\n\n

                  Interview Questions <\/h4>\n\n\n\n
                    \n
                  • 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? <\/li>\n\n\n\n
                  • Describe a situation where you had to communicate complex or sensitive information to someone who was frustrated or resistant. <\/li>\n\n\n\n
                  • Give an example of feedback you received that was difficult to hear. How did you respond, and what changed as a result? <\/li>\n\n\n\n
                  • Tell us about a time when you had to remain professional in a stressful or emotionally charged situation. <\/li>\n\n\n\n
                  • Describe a situation where your communication style did not land as intended. What did you learn from it? <\/li>\n\n\n\n
                  • Tell us about a time when you had to adjust how you communicated to meet the needs of a specific audience. <\/li>\n\n\n\n
                  • Give an example of when you had to present information clearly and concisely under time pressure. <\/li>\n\n\n\n
                  • Tell us about a time when poor communication created a problem. What role did you play in resolving it? <\/li>\n\n\n\n
                  • Describe how you ensure others understand your message when expectations or instructions are complex. <\/li>\n\n\n\n
                  • Tell us about a time when your professionalism positively influenced an outcome or working relationship. <\/li>\n<\/ul>\n\n\n\n

                    What to Listen for\u00a0\u00a0<\/h4>\n\n\n\n
                      \n
                    • Self-awareness and accountability <\/li>\n\n\n\n
                    • Clear, structured communication <\/li>\n\n\n\n
                    • Ability to adjust communication style <\/li>\n\n\n\n
                    • Emotional regulation under pressure <\/li>\n<\/ul>\n\n\n\n

                      2. <\/strong>Relationship Management<\/h3>\n\n\n\n

                      Conflict Management, Collaboration, Influence, Coaching, Change<\/em> <\/p>\n\n\n\n

                      Core Competency Definition <\/h4>\n\n\n\n

                      The ability to build trust, manage conflict and collaborate effectively across teams and stakeholders.\u00a0<\/p>\n\n\n\n

                      Interview Questions <\/h4>\n\n\n\n
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                      • 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? <\/li>\n\n\n\n
                      • Describe a situation where your ideas were strongly opposed. How did you respond, and what was the outcome? <\/li>\n\n\n\n
                      • Give an example of a time when you had to influence others without having direct authority. <\/li>\n\n\n\n
                      • Tell us about a conflict within a team that you helped resolve. What role did you play? <\/li>\n\n\n\n
                      • Describe a time when you had to delegate work to someone who already had a full workload. <\/li>\n\n\n\n
                      • Tell us about a time when you coached or supported someone to improve their performance. <\/li>\n\n\n\n
                      • Give an example of how you helped a team or individual adapt to change. <\/li>\n\n\n\n
                      • Describe a situation where trust had to be rebuilt in a working relationship. <\/li>\n\n\n\n
                      • Tell us about a time when collaboration across departments was necessary to achieve a goal. <\/li>\n\n\n\n
                      • Describe a time when you had to balance competing perspectives while maintaining productive relationships. <\/li>\n<\/ul>\n\n\n\n

                        What to Listen for\u00a0<\/h4>\n\n\n\n
                          \n
                        • Respectful conflict resolution <\/li>\n\n\n\n
                        • Influence without authority <\/li>\n\n\n\n
                        • Empathy and perspective-taking <\/li>\n\n\n\n
                        • Willingness to adapt approach <\/li>\n<\/ul>\n\n\n\n

                          3<\/strong>. Business Acumen<\/h3>\n\n\n\n

                          Managing Projects, Financial Awareness, Customer Focus, Talent Support<\/em> <\/p>\n\n\n\n

                          Core Competency Definition <\/h4>\n\n\n\n

                          Understanding how work connects to operational goals, resources and service outcomes.\u00a0<\/p>\n\n\n\n

                          Interview Questions <\/h4>\n\n\n\n
                            \n
                          • Walk us through how you organize and prioritize your work when managing multiple deadlines. <\/li>\n\n\n\n
                          • Tell us about a project you managed from planning through completion. How did you track progress and success? <\/li>\n\n\n\n
                          • Describe a time when your priorities changed unexpectedly. How did you adjust? <\/li>\n\n\n\n
                          • Give an example of when you had to balance efficiency with quality or service expectations. <\/li>\n\n\n\n
                          • Tell us about a time when you identified a process improvement that saved time or resources. <\/li>\n\n\n\n
                          • Describe how you ensure your work aligns with departmental or organizational goals. <\/li>\n\n\n\n
                          • Tell us about a time when you had to manage limited resources effectively. <\/li>\n\n\n\n
                          • Give an example of how you support or contribute to talent development or onboarding. <\/li>\n\n\n\n
                          • Tell us about a time when you had to meet the needs of multiple stakeholders with competing expectations. <\/li>\n\n\n\n
                          • Describe a situation where strong planning or organization led to a successful outcome. <\/li>\n<\/ul>\n\n\n\n

                            What to Listen for\u00a0<\/h4>\n\n\n\n
                              \n
                            • Planning and prioritization skills <\/li>\n\n\n\n
                            • Ownership and follow-through <\/li>\n\n\n\n
                            • Awareness of resource constraints <\/li>\n\n\n\n
                            • Service-oriented mindset <\/li>\n<\/ul>\n\n\n\n

                              4. <\/strong>Analytical Intelligence<\/h3>\n\n\n\n

                              Critical Thinking, Managing & Interpreting Data<\/em> <\/p>\n\n\n\n

                              Core Competency Definition <\/h4>\n\n\n\n

                              Using data, logic and analysis to inform decisions and improve processes.\u00a0<\/p>\n\n\n\n

                              Interview Questions <\/h4>\n\n\n\n
                                \n
                              • Tell us about a time when you had to analyze information quickly to make a decision. <\/li>\n\n\n\n
                              • Describe a situation where you identified a potential problem before it became serious. <\/li>\n\n\n\n
                              • Give an example of how you use data, reports or metrics to improve your work.\u00a0<\/li>\n\n\n\n
                              • Tell us about a decision you made with limited information. What was the outcome? <\/li>\n\n\n\n
                              • Describe a time when your initial solution did not work. How did you adjust? <\/li>\n\n\n\n
                              • Tell us about a time when you missed an obvious solution. What did you learn from that experience? <\/li>\n\n\n\n
                              • Give an example of when you had to evaluate multiple options and recommend a course of action. <\/li>\n\n\n\n
                              • Describe how you approach solving complex or unfamiliar problems. <\/li>\n\n\n\n
                              • Tell us about a time when data challenged your assumptions. How did you respond? <\/li>\n\n\n\n
                              • Give an example of how critical thinking helped you improve a process or outcome. <\/li>\n<\/ul>\n\n\n\n

                                What to Listen for\u00a0<\/h4>\n\n\n\n
                                  \n
                                • Logical decision-making <\/li>\n\n\n\n
                                • Comfort with data and metrics <\/li>\n\n\n\n
                                • Preventive thinking <\/li>\n\n\n\n
                                • Continuous improvement mindset <\/li>\n<\/ul>\n\n\n\n

                                  5. Safety and Risk Awareness <\/strong> <\/h3>\n\n\n\n

                                  Operational Safety, Compliance, Risk Identification<\/em> <\/p>\n\n\n\n

                                  Core Competency Definition <\/h4>\n\n\n\n

                                  Recognizing, addressing and promoting safe work practices and compliance with policies and procedures.\u00a0<\/p>\n\n\n\n

                                  Note for Committees: <\/h4>\n\n\n\n

                                  Safety is a shared responsibility at Purdue. This section is\u00a0required\u00a0for AO roles with operational, facilities, lab, event or compliance exposure.\u00a0<\/p>\n\n\n\n

                                  Interview Questions <\/h4>\n\n\n\n
                                    \n
                                  • Tell us about a time when you\u00a0noticed\u00a0a task, process or environment that\u00a0was\u00a0unsafe. How did you respond?\u00a0<\/li>\n\n\n\n
                                  • Describe a situation where safety procedures conflicted with deadlines or productivity. What decision did you make? <\/li>\n\n\n\n
                                  • Tell us about a time when you had to remind or correct someone regarding safety expectations. <\/li>\n\n\n\n
                                  • Have you ever identified a potential equipment malfunction or operational risk before it became a problem? What did you do? <\/li>\n\n\n\n
                                  • Describe a time when you escalated a safety concern. What was the outcome? <\/li>\n\n\n\n
                                  • Tell us about a time when following safety procedures required you to slow down or change course. <\/li>\n\n\n\n
                                  • Give an example of how you promote a culture of safety in your daily work. <\/li>\n\n\n\n
                                  • Describe a situation where you had to follow strict safety or compliance protocols. <\/li>\n\n\n\n
                                  • Tell us about a time when you were unsure how to address a safety issue. What steps did you take? <\/li>\n\n\n\n
                                  • Describe how you ensure safety expectations are followed consistently, even when no one is watching <\/li>\n<\/ul>\n\n\n\n

                                    What to Listen for\u00a0<\/h4>\n\n\n\n
                                      \n
                                    • Willingness to speak up <\/li>\n\n\n\n
                                    • Knowledge of procedures and escalation paths <\/li>\n\n\n\n
                                    • Commitment to safety over convenience <\/li>\n\n\n\n
                                    • Accountability and prevention mindset <\/li>\n<\/ul>\n<\/div>\n\n\n\n
                                      \n

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