SELECTION > TMA INTERVIEW GUIDE

Competency-based interview guides, both available on the basis of TMA Competencies and custom-made to suit your organisation’s dictionary of competencies.

TMA Position Analysis interview guides, based on the comparison between your TMA Ideal Profile and your candidate’s results.

The interview guides can be adjusted for any analysis and are partially based on the candidate’s potential pitfalls. The TMA Method seeks to avoid putting words in a candidate’s mouth. For example: A candidate with a strong need for variation will be presented with STAR interview questions focusing on his ability to concentrate on a particular task.

Another example: A candidate with strong ambitions (a winner’s mentality) will be presented with STAR interview questions focusing on his humane qualities.

• What was the most difficult decision you made over the past year? How did you make that decision?
  The answer provides an insight into the range of the candidate’s decision making and responsibilities.
  It reveals something about the way s/he reaches decisions.
  Is s/he an intuitive person?
  Does s/he consider carefully?
• Which problem took you most time to think about over the past year?

Pay careful attention to the size of the problem.
What would have been consequences had the problem not been solved appropriaely?
Ask further questions about the way the solution was found: where did s/he find information; whom did s/he ask for help?

You can use the interview guides for selection, appraisal, and development interviews as you see fit. The TMA Method enables HR professionals, managers, recruiters, and coaches to assess a candidate’s strengths and weaknesses during an interview. It does so by training HR professionals in competency-based interviewing techniques, and by providing a number of STAR questions (focusing on Situation, Task, Action, Result) that can be used in an interview with he candidate.

Competency-based interview guides, both available on the basis of TMA Competencies and custom-made to suit your organisation’s dictionary of competencies.

TMA Position Analysis interview guides, based on the comparison between your TMA Ideal Profile and your candidate’s results.

The interview guides can be adjusted for any analysis and are partially based on the candidate’s potential pitfalls. The TMA Method seeks to avoid putting words in a candidate’s mouth. For example: A candidate with a strong need for variation will be presented with STAR interview questions focusing on his ability to concentrate on a particular task.

Another example: A candidate with strong ambitions (a winner’s mentality) will be presented with STAR interview questions focusing on his humane qualities.

• What was the most difficult decision you made over the past year? How did you make that decision?
  The answer provides an insight into the range of the candidate’s decision making and responsibilities.
  It reveals something about the way s/he reaches decisions.
  Is s/he an intuitive person?
  Does s/he consider carefully?
• Which problem took you most time to think about over the past year?

Pay careful attention to the size of the problem.
What would have been consequences had the problem not been solved appropriaely?
Ask further questions about the way the solution was found: where did s/he find information; whom did s/he ask for help?

You can use the interview guides for selection, appraisal, and development interviews as you see fit. The TMA Method enables HR professionals, managers, recruiters, and coaches to assess a candidate’s strengths and weaknesses during an interview. It does so by training HR professionals in competency-based interviewing techniques, and by providing a number of STAR questions (focusing on Situation, Task, Action, Result) that can be used in an interview with he candidate.