Updated 11-17-17

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Interview Guide
Director of Talent Development | 5.30.2017
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2. Success Outcome 1:
Successfully recruit for open professional
and managerial roles and plan for hiring
needs in the year ahead.
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3. Competency: Full Cycle Recruiting
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Evidenced by:
• Experience successfully executing leadership level searches
• Has run a full desk in a prior role, from sourcing to completion
• Confident in building relationships with hiring managers
Questions:
• Describe your busiest recruiting year ever. How many roles did you fill? What percentage of these were executive-level roles?
• Which role are you most proud of filling? Why?
• Have you ever had to earn the trust of a skeptical internal recruiting client? How were you able to overcome this challenge?
• What steps would you take in your first 90 days to determine hiring needs for the year ahead?
• Have you ever put together a hiring plan that was way off? What did you learn from this experience?
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4. Success Outcome 2:
By the end of Q3 2017, complete a
comprehensive organizational succession
planning project to address anticipated
retirement increases in the near future.
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5. Competency: Succession Planning
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Evidenced by:
• Strategic mindset, able to look beyond the present and understand the future of ACE and the talent needs as a result
• Ability to collaborate with leadership and become aware of expected retirements and staffing changes
Questions:
• Have you worked in an organization with a large percentage of highly tenured employees? How did you approach succession
planning with this population?
• What challenges have you faced when putting together a succession plan? How did you overcome them?
• Have you worked in an organization that failed to do succession planning well? What would you have done differently?
• What factors might affect the timeframe for putting together a comprehensive company-wide succession plan?
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6. Success Outcome 3:
Build a plan for training and development
inclusive of all levels and functions by the
end of 2017 and roll out the program
throughout 2018.
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7. Competency: Learning and Development
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Evidenced by:
• Prior experience in L&D ideal, or a strong passion and interest in the work
• Understanding of adult learning theory and methods
• Ability to develop curriculum, both written and visual
• Experience in career pathing and individual development ideal
Questions:
• Describe the extent to which you have been involved in training and development and at what levels within your
organization.
• Describe your most challenging training rollout. What made it so difficult, and how did you tackle it?
• How have you been involved in leadership development? What was the outcome of your involvement?
• What kind of technology have you leveraged related to training and development? Were you responsible for the selection of
this technology? What lessons did you learn?
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8. Success Outcome 4:
Develop an onboarding program for all new
hires that is centered on the mission and
values of ACE Asphalt and customized for
the department and role by the end of 2017.
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9. Competency: Onboarding
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Evidenced by:
• Experience with new employee onboarding programs
• Experience managing various stakeholders and deadlines related to the rollout of an onboarding program
Questions:
• Have you led onboarding in the past? Describe the onboarding programs you have been a part of.
• How did you ensure a consistent onboarding experience for all new employees?
• How long do you consider the “onboarding” process to be? What kind of support have you provided one week, one month, six
months, and a year into a new employee’s tenure?
• Have you ever found it challenging to work with managers across your organizations in order to deliver a consistent
onboarding experience? How have you overcome this challenge?
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10. ACE Core Values:
Accountable, Courage, Driven, Excellence,
Integrity, Respect, Team Player
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11. Core Values Questions
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Accountable
• Describe a time when you had a deadline or commitment to meet and knew you were going to fall short. What did you do?
Looking back, is there anything you would do differently today to enable you to hit your goal?
Courage
• Describe a time when you had to display courage in the workplace.
Driven
• Tell us about the most ambitious goal you have set for yourself, professionally or personally.
• Why was this goal important for you to achieve?
• Did you have any sponsors or supporters helping you get to the finish line?
• What was the outcome of your journey?
• What did you learn along the way?
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12. Core Values Questions
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Excellence
• Which do you believe is more important in completing a task/job: getting the work done quickly, or getting the work done
perfectly? Why?
• Share a recent example of a project when you sacrificed speed for perfection, or vice versa.
• What did you learn from that experience?
Integrity
• Tell us about a time when you made a choice to do what you believe was the right thing for a candidate or employee which
was outside of a defined company policy.
• What was the result of that decision?
• Looking back, would you do that again?
• How do you feel that action aligns with the concept of organizational integrity?
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13. Core Values Questions
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Respect
• Thinking back on your career up until now, what experience would you say shaped your approach to the way your treat your
co-workers, candidates and other stakeholders?
• How do you apply that to your communications and interactions with candidates?
• How has that manifested itself in your last organization in the way you lived the brand?
Team Player
• Share a time when you stepped outside of your role and responsibilities to ensure your organization reached its overall goals
for a specific period.
• What was the goal that was at stake?
• What was your part in helping the team
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14. Y Scouts Exceptional Leader Competencies:
Drives results
Develops people
Learns relentlessly
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15. Y Scouts Exceptional Leader Competencies Questions
ACE Status Update | Director of Talent Development | 4.19.2017y scouts
Evidenced by:
• A track record of success; achieves goals where others cannot
• Inspires and improves the lives and performance of those around them
• Understands learning is more valuable than knowing as the world changes at a progressively faster pace
Questions:
• Describe a strategy you designed and implemented that led to significant, measurable growth for your organization.
• Is there someone you have worked with that you developed and mentored to the next level? Why do you believe you were
successful in doing so?
• Describe a new skill, concept or methodology that you discovered or learned in the last year.
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16. "You never change things by fighting the existing
reality. To change something, build a new model
that makes the existing model obsolete.”
- R. Buckminster Fuller
transforming how
people & organizations connect
to work that matters
y scouts
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