This interview guide was developed to help identify candidates with the right skills, knowledge, and abilities for a job using behavioral and competency-based interviewing techniques. The guide outlines the interview process, including establishing rapport, reviewing the job profile, asking competency and behavioral questions, and closing the interview. It also includes appendices with sample questions, a data form for tracking candidates, and signature lines.

1. This interview guide has been developed
based on Behavioral and Competency
Interviewing to help identify the right
candidates with the right skills, knowledge
and abilities required for the job position.
Interview
Guide
Vanessa Gosula

2. Interview Guide 1
 Table of Contents
Introduction........................................................................................................................................................................ 2
Behavioral and Competency Based Interview definition .................................................................................................. 2
Before the interview........................................................................................................................................................... 2
Conducting the interview ................................................................................................................................................... 2
Establishing rapport ....................................................................................................................................................... 2
Setting the stage ................................................................................................................................................................. 2
Job Profile .......................................................................................................................................................................... 3
Selection Criteria ............................................................................................................................................................... 6
Educational Background ................................................................................................................................................ 6
Work Background ...................................................................................................................................................... 6
Competency Questions ...................................................................................................................................................... 6
Behavioral Questions ......................................................................................................................................................... 7
Closer Question ................................................................................................................................................................. 7
Closing the Interview ......................................................................................................................................................... 8
About the company ........................................................................................................................................................ 8
“The selected candidate” ........................................................................................................................................... 8
Stating Points ..................................................................................................................................................................... 8
Maintain Records ............................................................................................................................................................... 8
(EEOC) Equal Employment Opportunity Commission ................................................................................................. 8
Appendix A ........................................................................................................................................................................ 9
WELLNESS COACHING SKILLS KNOWLEDGE ABILITIES ............................................................................... 9
Appendix B ...................................................................................................................................................................... 10
INTERVIEW DATA FORM ....................................................................................................................................... 10
Appendix C ...................................................................................................................................................................... 11
DEPARTMENTAL SIGNATURES ........................................................................................................................... 11

3. Interview Guide 2
Introduction
Behavioral and Competency Based Interview definition
Behavioral and Competency-based interviewing is based on the concept that the best predictor of a candidate’s future
performance is h/she past performance.
Before the interview
Review the candidate’s application and resume.
Review the Job Profilegeneral competencies and the successful behavioral indicators that demonstrate each
competency on the job.
Identifya general list of SKA’s that are required to successfully perform the most critical job duties.
Identify the set of questions which will be asked during the interview process.
Work with the Human Resources staff to identify any questions specifically related to the organization, the
classification or the job description technical competencies.
Conducting the interview
Establishing rapport
Welcome the candidate and make them comfortable establishing rapport.
Greet the candidate smiling and using a firm handshake.
Introduce myself and saying to them my title and department.
Ask if h/she need a beverage maybe some water or some tea. I can ask if the temperature is comfortable to
them. Also could make some small talk just for a few minutes about the weather or their coming in. If was
difficult to find out the office or to park. (No talk aboutreligion,politics,teams…)
Maintain eye contact.
Setting the stage
I will provide to candidate a sense of what h/she can expect during the interview.
First say: Thank you for taking the time to be with us today.
How long the meeting will be. (Usually 45 minutes to 1 hour.)
General sense of the types of questions that I will be asking them during the interview.
Let h/she know that they can ask questions at any point during the interview. (Maybe other interviewer allow
the candidate ask questions at the end the interview.)
Let h/she know periods of notice and deadlines about the position.
Let h/she know that during the interview I will be taking notes to make sure that I accurately capture all of
their answer.

4. Interview Guide 3
Job Profile
ABC Company
Position Title:Personal Wellness Coach
Location: San Diego
Department:Sales/Marketing
Status:Independent Contractors
Job code: 1234
Purpose/Summary:
Wellness coaches need to have an ability to work without direct supervision, self-motivated, establish
schedules, track data and maintain a follow-up schedule with clients. They must uphold ABCcompany’s
values of integrity, honesty and personal development. Wellness Coaches must establish and work in a
flexible schedule toward meeting their own goals of expanding customer base in the marketing area.
Report to:Mentor/Sponsor
Essential Duties
Makes telephone calls and in-person visits and presentations to existing and prospective customers.
Researches sources for developing prospective customers and for information to determine their
potential.
Demonstrates products and services to existing/potential customers and assists them in selecting
those best suited to their needs.
Promotes/sells/secures orders from existing and prospective customers through a relationship-based
approach.
Conduct wellness evaluations and design appropriate nutrition programs related to a client’s health
goals.
Support clients to achieve their health goals.
Assist clients to overcome obstacles in reaching their health goals, as reasonable.
Maintain weekly contact with clients and conduct bi-weekly or monthly weigh-ins and consults.
Track and monitor client progress via progress charts and gauges, serve as an accountability and/or
exercise partner.
Conduct and participate in Fit Clubs, Boot camps, weight loss challenges, body composition
challenges, host healthy happy hours and shake parties.( As marketing strategy)

5. Interview Guide 4
Education and Experience
High school diploma or (GED).
At least one year of experience in the area wellness, fitness, nutrition, coaching, exercise, or a related
field.
Experience in running a business, sales, marketing and social media a plus.
Skills Knowledge and Ability
Wellness skills, including nutrition and physical activities.
Must possess excellent interpersonal and coaching communication skills.
Engagements Techniques. (Used to encourage people to become involved in a dialogue.)
General knowledge about health.
And the ability to create proofread and writes an appropriate nutritional and exercise plan.
Computer skills MS Office (including Word, Excel, PowerPoint, and Outlook)
Internet skillsas toll to build social network.
Ability toprocess online product orders via company’s website as needed.
Assessment Skills.
Mathematical Skills
Must possess basic math skills including the ability to add, subtract, multiply and divide numbers
accurately as well as the ability to calculate percentages.
Mental Demands
Must possess excellent communication techniques as listening, speaking and writing.
Mental Perceptions as a physical health nutrition, activity sleep/rest, relaxation and stress
management that can help clients get balance and health.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
Communicate in person and by telephone, read and type on a computer.
Frequently required to walk, stand, sit and talk or hear.
Occasionally required to use hands to finger, handle, feel or operate objects, tools, or controls; and
reach with hands and arms.
Occasionally required to climb or balance; stoop, kneel, crouch, or crawl.
Occasionally lifts and/or move up to 10 pounds, and occasionally aide or assist participants.

6. Interview Guide 5
Work Environment
The work environment characteristics described here are representative of those an employee encounters
while performing the essential functions of this job. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
The work environment is indoors/outdoors in a variable temperature. The noise level is usually
moderate. The worker is subject to outside environmental conditions.
PREPARED BY:HR Manager DATE:
APPROVED BY: General Manager DATE:
______________________ _____________________
Employee Signature Date
_______________________________________
Printed Name

7. Interview Guide 6
Selection Criteria
Educational Background
1. Why did you choose this particular major?
2. What kind of extra curriculum activity have you had while you were in school?
3. How has your education prepared you for your career?
Work Background
1. How did you like working at ABC Company? Please describe some of your work.
2. Why are you thinking of leaving ABC Company?
3. What are you looking for in your next job? What is important to you?
Competency Questions
(Wellness Skills)
1. Define Wellness.
Identify 3 Wellness dimensions.
(General knowledge about health)
2. Describe eating disorders.
Give me example of two types of eating disorders and the difference between the two.
3. Define Osteoporosis?
4. What is visceral fat?
What negative impact(s) can visceral fat have on your health?
(Nutritional Skills)
5. What are proteins? And what are two functions that protein has in the body?
6. How do you compose a healthy meal according nutritional guidelines?
7. How do you calculate Body Mass Index (BMI)?
And what is determined by BMI?
(Internet Skills)
8. Can you describe how do you use the Internet as a work tool on your job?

8. Interview Guide 7
Behavioral Questions
(Communication Skills)
1. Describe a situation where you had to explain something complex to a client.
How did you handle that?
What was the result?
(Motivation)
2. Describe a time when you have a motivational challenge?
What did you do?
How was that reflected in your job?
(Customer Focus)
3. Please describe a time when you had to help a client achieve a goal?
What steps did you take to help them be successful?
How did you measure the effectiveness of these processes?
(Coping Skills)
4. Describe an obstacle that you have faced with your clients.
How did you approach that obstacle?
What was the result?
(Coaching skills)
5. Tell me about a time when you worked with someone who wanted to initiate a transformation in their
nutrition?
How did you work with that person?
What was the outcome?
(Customer focus)
6. Tell me about a time when you obtained a new customer through networking activities.
How did you accomplish that?
What was the result?
Closer Question
1. There are any question that I haven't asked that you think that is important to me know?

9. Interview Guide 8
Closing the Interview
About the company
We are a global nutrition company that has helped people pursue a healthy, active life since 1980.
We have sponsor world-class athletes, teams and events around the globe, including the LA Galaxy and FC Barcelona
soccer clubs, as well as champions in more than 15 other sports.
“The selected candidate”
Do not create false expectations on candidates use the appropriate term. The company will offer to selected candidate
competitive salary, 401k with company match, medical, dental & vision, development program, and casual dress
environment, compensated volunteer program, tuition reimbursement program, onsite fitness center, onsite café.
Stating Points
I will ask whether the candidate has anything more to tell me about h/she candidacy or any questions about the
job/employer.
I will explain the next step in the process, including whether there will be further interviews, when I will make
my decision, and how the candidate will be informed of my decision.
Thank the candidate for interviewing for the position.
I will complete my notes and/or rating sheets immediately.
I will decide whether the candidate meets, exceeds, or does not meet with the requirements.
Prepare for the next interview. (The same process, keeping a fair interview based on these guidelines)
Before I make the selection and notify applicants, I will review the recruitment and interview process to be
sure I followed these guidelines and the candidate matches the selection criteria.
I will choose the best candidate for the position based on Behavior and Competency required for this position.
Before making a job offer I will check the references.
After the decision has been made for the selected candidate I will call them and inform them.
The selected candidate will receive an official offer latter.
The job offer letter contains the following information: Start date, a start annual salary, relocation if
applicable, benefits packages and the instructions on how to accept the offer.
Maintain Records
The federal law requires all employers to maintain records of the following information:
A list of all the candidates interviewed for a position.
The position description.
The reason for the decision to hire or not hire each applicant.
(EEOC) Equal Employment Opportunity Commission
Do not differentiate among applicants or employees on the basis of race, color, national origin, religion, sex,
physical or mental disability, medical condition, ancestry, marital status, or age.
The HR professional must to follow the EEO/ADA procedures in all employment process.

10. Interview Guide 9
Appendix A
WELLNESS COACHING SKILLS KNOWLEDGE ABILITIES
Coaching
Wellness Help theperson to clarify theneed for
DefineWellness change orimprovement
Identify the3 WellnessDimensions Determine if there is a cleargoal
Questions: Physical Wellness (e.g., Physical Brainstormactionsto betaken
Activity, Nutrition,Smoking) Determine theaction
Explore Substituting Healthyfor Set anaccountability step
Unhealthy Behaviors Set a time frame
Offer Support forHealthy Behaviors
Useof HealthSupport Plan
Useof HealthCare Journal
Communication Techniques MotivationalInterviewing
Active Listening DecisionBalance (Pros and Cons List)
Preparingto Attend ChangeTalkQuestions
Physically Attending
RespondingtoContent
RespondingtoFeeling
RespondingtoMeaning
Using Facilitative Questions
Identifying BlockstoListening
Refocusing
PersonalNarrative &Disclosure
Wellness Planning Share aPersonalWellnessNarrative
ExplorePersonal Values
Identifying Critical Skills
Developing Objectives&Interventions
DesigningMethods ofEvaluatingProgress

11. Interview Guide 10
Appendix B
INTERVIEW DATA FORM
If you have questions regarding the completion of this information, please contact Employment Services.
HR Recruiter: Phone Number:
Department: TAM Requisition ID:
Position Title: Position Classification:
SELECTED CANDIDATES:
Name: Effective Date of Hire:
Applicant ID or Employee ID#
Reasons for selection based on job-related skills, knowledge, and abilities:
NON-SELECTED CANDIDATES:
Name: Date(s) of Interview:
Reasons for non-selection of candidates interviewed based on job-related selection
criteria:
Name: Date(s) of Interview:
Reasons for non-selection of candidates interviewed based on job-related selection
criteria:

12. Interview Guide 11
Appendix C
INTERVIEW DATA FORM
DEPARTMENTAL SIGNATURES
This form may be used as documentation in official proceedings regarding employee complaints and
grievances, in Unfair Labor Practice cases, EEOC/DFEH complaints, and other legal actions. Ethnic and
gender information on the candidate selected should not be disclosed. Your signatures on this form indicate
that you have reviewed and approved its contents as consistent with Company policies and collective
bargaining agreements regarding Non-Discrimination in Employment, Recruitment and Selection.
Interviewer (Hiring Manager): Title:
Signature: Date:
Department Chair or Unit Head (Manager, Director): Title:
Signature: Date: