How to use this template:
One of the most effective techniques is to ask behavioral questions. Here is an example of how to evaluate creativity:
“John, tell me about a time when you had to use a novel approach to achieve the desired result?”
Listen carefully to their answers and determine their level of the desired skill. Also, asked for additional
questions to clarify their answer.
John’s answer: “I was trying to win a new client that has never done business with my company. The decision-makers would not meet with me, so I needed a unique way to meet this person. I joined a local organization where I knew this person was an active participant. I spent months attending meetings and eventually had the opportunity to work on a project with this person. Finally, he gave
me a chance to present my company’s offering, and I secured business with his company.”
How well does this example demonstrate creativity? Use a scorecard with a scale of 1-3 and grade each candidate as you interview them.
DESIRED SKILL:
EVIDENCE OF SKILL:
1 - Not Present
2 - Average3- OutstandingCREATIVITY:Ability to find novel approaches tosolve problems. PERSISTENCE:Firm continuance in a course ofaction in spite of difficulty. INDEPENDENCE:Being strong and able to accomplishgoals without assistance. TEAM PLAYER- INTERPERSONAL:A person that works well asa member of a team or group. SELF-DISCIPLINED:The ability to pursue what onethinks is right despite temptationsto abandon it. WORK ETHIC:The principle that hard work isintrinsically virtuous or worthyof reward. FLEXIBILITY:The quality of bending easilywithout breaking. COMMUNICATION:The ability to convey information toanother effectively and efficiently.Business managers with goodverbal, nonverbal and written TIME MANAGEMENT:Is the process of organizing andplanning how to divide your timebetween specific activities