Accomplishments Survey InterviewTM (ASI)
WHAT IS THE ACCOMPLISHMENTS SURVEY INTERVIEWTM?
The MPS Accomplishments Survey InterviewTM system is based on the "behavioral consistency" method, which states that the best predictor of future behavior is past behavior. There is much research support for this model, and MPS has translated the principles into a highly effective interviewing system. Rather than ask standard questions which permit candidates to actively embellish their qualifications, the MPS system seeks concrete support for claimed knowledges, skills and abilities (KSA's). Candidates must complete a questionnaire prior to the interview, and for each KSA, they must report a specific and verifiable accomplishment that demonstrates their expertise. This approach clearly separates those who have a strong, substantial track record from those who don't. Candidates must report their accomplishments during the interview, and interviewers follow the MPS structured interview guide to ask follow-up questions that probe the nature and value of each accomplishment. Interviewers love this system! Effective candidates:
>>>> • Have a track record of substantial accomplishments
>>>> • Clearly convey their accomplishments in an organized manner
>>>> • Respond effectively to MPS "clarification" questions
>>>> • Respond effectively to MPS "new information" questions
>>>> • Respond effectively to MPS "challenge" questions
>>>> • Demonstrate effective oral and interpersonal skills
POSITIONS USED FOR?
The Accomplishments Survey InterviewTM is used for any administrative, professional, supervisory, management, or executive position, private or public sector.
ACCOMPLISHMENTS SURVEY INTERVIEWTM USED FOR:
>>>> • Administrative
>>>> • Professionals
>>>> • Supervisors
>>>> • Managers
>>>> • Executives
Candidates are given definitions of four or five Knowledges, Skills, or Abilities (KSA's). For each KSA, candidates must describe an accomplishment illustrating the degree to which they possess that KSA. For example, many jobs require skill in "planning and organizing." If this KSA were being evaluated, candidates would have to describe an accomplishment that illustrated their skill in planning and organizing. For each accomplishment, candidates must state the problem or situation with which they were faced, what they did in dealing with the situation or problem, the outcome or result of their actions and efforts, the percent credit attributable to their actions (i.e., as opposed to partial credit if a member of a team), and the name of someone who can verify the accomplishment. Candidates are typically given one to two weeks to complete the accomplishments survey. The survey may be used to screen down the candidate pool. Whether used as a screening instrument or not, the survey serves as the basis for the interview.
Interview panel members are given copies of the candidate's completed accomplishments survey and an interview guide instructing them how to conduct the interview and score the candidates. Approximately one hour of preparation time is required. During the interview, panel members investigate the accomplishments reported by the candidate, and ask three types of questions that are explained in the interview guide. These questions are designed to solicit new information, seek clarification of the accomplishments, and also challenge the candidate in subtle ways that require further explanation and defense of the accomplishments. Following discussion of the accomplishments, one or two additional predetermined questions are typically asked to investigate the candidate's overall qualifications.
Any KSA may be investigated. MPS tailors the interview to ensure that only relevant KSA's are included. Typically, the process will include four to six KSA's. The MPS Accomplishments Survey InterviewTM is based on the "behavioral consistency" model, which has a wealth of research support. The emphasis is on identifying people who can do more than just talk a good game. These people can actually cite accomplishments that back up their claims.