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Candidate introduction
1. Job detailsWorkforce
Entity / Service line / BU
PositionLevel
2. Candidate detailsName
City
Date of birth
Nationality
Fluent in the Dutch language
Workpermit needed
Driving license
Education
Degrees
4. Benefits details
Current
Fixed
Gross month salary
Gross annual salary (incl.13th&hol. allowance)
Leasebudget (annual)
Expense allowance (annual)
Internet- & telephone allowance (annual)
Subtotal (annual)
Variable
Bonus
Total (annual: fixed + variable)
Other benefits
Level
contract for a year / indefinite contract
Sign on bonus
Months at Level
Pensioncontribution employee
Laptop + mobile phone
Holidays
15% discount on Accenture stocks
5. Reference detailsreference 1.
Name
Position reference
Organisation
Phonenumber
6. Extra comments/ Motivation for Accenture
10% discount on insurance at Zilveren Kruis &Centraal Beheer Achmea
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Years of relevant experience
Source of application
Cost of source
date of availibility
Planned absence
Willing to travel
Availability in hours
desired min @ Accenture desired @ Accenture
28 days
reference 2.
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HR Feedback Form
Name of Candidate
Date of Interview
Name of Interviewer
Connector Ability score
Connector Big Five Personality
Competencies Comments
Career Focus
Criteria Evidence
Motivation to Accenture
Career Focus
Planning & Organising (Plannen en Org
Customer Orientation (Klantgerichtheid)
Problem analysis (Probleemanalyse)
Judgement (Oordeelsvorming)
Teamwork (Samenwerken)
Adaptibility (Aanpassingsvermogen)
Results orientation (Resultaatgerichtheid
Quality orientation (Kwaliteitsgerichtheid
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Presentation and Impact
Criteria Evidence
Overall Comments
Confidence and composure
Enthusiasm and motivation
Articulation and clarity
Structured thought
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Overall Rating
Next round ~ Please Select ~
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HR Interview Instr
HR Assessment
Scoring Guidelines
Remember you do not need to score candidates one every skill area
4 Outstanding
3 Strong
2 Marginal
1 Low
0 No Basis
COMPETENCIESOp effectieve wijze doelen en prioriteiten bepalen en benodigde tijd, acties en middelen aangeven
Customer Orientation (Klantgerichtheid)
Problem analysis (Probleemanalyse)
Judgement (Oordeelsvorming) Op basis van beschikbare informatie juiste en realistische conclusies trekken.
Teamwork (Samenwerken)
Adaptibility (Aanpassingsvermogen) Doelmatig blijven handelen door zich aan te passen aan veranderde omstandigheden, taken, vera
Results orientation (Resultaatgerichtheid) Het actief gericht zijn op het behalen van resultaten en doelstellingen en de bereidheid om in te gri
Quality orientation (Kwaliteitsgerichtheid) Hoge eisen stellen aan kwaliteit van producten en diensten en daarnaar handelen
Please note that for each of the categories outlined in grey a number of competencies (in pink)to cover all of the competencies, however a cross section would be m
Is able to provide numerous and relevant examples of experience and shows no hesitation when tcredited with major experience or knowledge in this area (and maybe holds a professional qualific
Can provide and talk confidently to more than one example of experience. When probed further cafurther questions. May not be operating as an expert in this area, but is regarded as highly skilled
Is able to provide an example that in some ways answers the question posed, however when probquestioning. Is interested in this area, and shows enthusiasm to learn. However, you might find thi
Answer provided is unsatisfactory and does not demonstrate evidence asked for in the question. C
Is unable to provide any basis for a response to the question asked. This is either because they dounable to think of an example/answer
Planning & Organising (Plannen enOrganiseren)
Onderzoeken van wensen en behoeften van de klant en hiernaar handelen. Anticiperen op behoefaan servicebereidheid en klanttevredenheid.
Signaleren van problemen; herkennen van belangrijke informatie; verbanden leggen tussen gegevzoeken naar ter zake doende gegevens.
Actieve bijdrage leveren aan een gezamenlijk resultaat of probleemoplossing, ook wanneer de sapersoonlijk belang is.
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PRESENTATION AND IMPACT
Confidence and composure
1 - Lacks self assurance and appears nervous. Under/Over confident style. Poor body language. B
3 - Natura, relaced and self confident. Good body language. Argues points confidently when challe
4 - Engaging and inspiring. Acts with integrity and respoect to others. Excellent body language. Alt
Enthusiasm and motivation
1 - No or li ttle evidence of enthusiasm. Poor at keeping interviewer engaged and appears uncomfo
2 - Shows a degree of motivation and enthusiasm to take on new challenges. Holds interviewers in
3 - Eager and enthusiastic about their work. Confident deeling with people at all levels.
4 - Highly motivated and willing to go the extra mile to get the job done. Demonstrates ability to mo
Articulation and clarity
1 - Waffles, mumbles and monotonous. Language inappropriate or excessively informal eg. Relies
2 - Reasonably articulate and variet in tone of voice. Uses appropriate language.
3 - Articulate and fluent speaker. Explains complex issues simply.
4 - Very articulate, engaging and interesting. Expresses ideas effectively using a range of commun
Structured thought
1 - Answers are poorly structured. Responses are repetitive or difficult to believe.
2 - Elements of structure in answers. Answers questions. But does not volunteer extra information.
3 - Answers are structured and come across as genuine and honest. Asks for clarity if unsure abou
4 - Answers are very well structured and credible. Provides useful information beyond that which is
2 - Reasonably self assured and copes well with nerves. Displays active listening. Appropriate bod
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ctions & Guidance
om bepaalde doelen te kunnen bereiken.
ntwoordelijkheden en/of mensen.
jpen bij tegenvallende resultaten.
have been identified. You do not needst benefitial
e answer is probed further by the interviewer. Istion) and ha
n enrich the answer and does not hesitate when asked- can
d further the example is not rich enough to stand up tocand
andidate struggles to determine relevant experiences
not have experience in this particular area, or they are
ten van klanten. Hoge prioriteit geven
ens. Opsporen van mogelijke oorzaken van problemen;
enwerking een onderwerp betreft dat niet direct van
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acks down when challenged
nged.
rs style/manner to match the situation / environment
rtable dealing with others
terest and confident dealing with peers.
tivate others.
on jargon etc.
ication skills.
t questions.
expected.
y language. Maintains appropriate stance when
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Interview 1
Interviewer(s):
Date interview:
Skills Evaluation - Positive
Skills evaluation - Negative / Development areas
Motivation for Accenture
Risks
Overall Impression / Comments
Process to next round? If Yes: Advise for next interviewer?
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Interview 2
Interviewer(s):
Date interview:
Skills Evaluation - Positive
Skills evaluation - Negative / Development areas
Motivation for Accenture
Risks
Overall Impression / Comments
Process to next round? If Yes: Advise for next interviewer?
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Interview 3
Interviewer(s):
Date interview:
Skills Evaluation - Positive
Skills evaluation - Negative / Development areas
Motivation for Accenture
Risks
Overall Impression / Comments
Process to next round? If Yes: Advise for next interviewer?
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Reference Check Form Accenture
Name candidate
Name reference checker
Date reference check
Name reference
Position reference
Organisation
Phonenumber
(What is your relationship with the candidate?)
2. In welke periode werkte u samen met de kandidaat?(During which period did you work with the candidate?)
3. Welke functie had de kandidaat en wat waren zijn taken?(Which position did the candidate have and what were his tasks?)
5. Wat zijn kwaliteiten van de kandidaat?
6. Waarop kan de kandidaat zich nog ontwikkelen?(On which areas can the candidate improve?)
7. Hoe ging de kandidaat met andere collega's (in het team) om ?
De referentiecheck is verplicht voor alle kandidaten met minimaal 1 jaar werkervaring (dus niet voorstagiaires en starters die net zijn afgestudeerd)
Begin met jezelf voor te stellen (Accenture, jouw rol) en ga vervolgens in op de reden waarom je belt(kandidaat, voor welke functie hij in procedure is etc).
1. Wat is uw relatie met de kandidaat?
4. Hoe heeft u de kandidaat ervaren?(What were your experiences with the candidate?)
(Which qualities does the candidate have?)
(How did the candidate interact with other colleagues (in team)?)
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9. Zou u de kandidaat opnieuw aannemen?(Would you hire the candidate again?)
10. Zijn er nog overige zaken over de kandidaat die u kwijt wilt?
8. Wat is de reden van vertrek geweest?
(What are the reasons that the candidate left your company?)
(Do you have other things you would like to mention about the candidate?