Interview Guide for

Corporate Communications Manager

This comprehensive interview guide for a Corporate Communications Manager will help you identify top talent with the strategic communication skills, crisis management abilities, and stakeholder engagement expertise needed for success. The structured interview process outlined here incorporates best practices for evaluating candidates' past experience, communication prowess, and ability to manage complex messaging across multiple platforms.

How to Use This Guide

This guide is designed to help you implement a consistent, effective interview process that identifies candidates with the right skills and competencies for your Corporate Communications Manager role. Here's how to make the most of it:

Customize: Adapt questions and work samples to reflect your [company]'s specific industry, challenges, and culture while maintaining the core competency focus.
Collaborate: Share this guide with your interview team before beginning the hiring process to ensure everyone understands their role and the evaluation criteria.
Maintain Consistency: Use the same structured approach with all candidates to enable fair, objective comparisons.
Dive Deep: Leverage the follow-up questions to explore candidates' experiences fully and understand the context behind their answers.
Score Independently: Have each interviewer complete their scorecard before discussing candidates to prevent groupthink and capture diverse perspectives.

For additional interview guidance, visit our guide on how to conduct a job interview or explore our library of communication-focused interview questions.

Job Description

Corporate Communications Manager

About [Company]

[Company] is a [Industry] leader dedicated to [briefly describe company mission and values]. We are passionate about [mention key company goals] and are committed to building a strong and positive reputation. We are located in [Location] and offer a dynamic and collaborative work environment.

The Role

We're seeking an experienced Corporate Communications Manager to develop and implement comprehensive communication strategies that support our business objectives. This role sits at the intersection of brand, media, and internal communications, serving as a key driver of our company's narrative across all channels and stakeholder groups. Your work will directly impact how our employees, customers, partners, and the public perceive and engage with our organization.

Key Responsibilities

Develop and implement integrated communication plans aligned with the company's strategic goals
Create compelling content across various channels including press releases, website content, social media, internal communications, and executive communications
Cultivate and maintain relationships with media contacts and manage media outreach
Develop and execute internal communications strategies to keep employees informed and engaged
Develop and implement crisis communication plans and manage communications during critical incidents
Engage with key stakeholders, including employees, customers, partners, and investors
Track and analyze the effectiveness of communication efforts
Manage the communications budget and ensure efficient allocation of resources
Supervise and mentor junior communications staff (if applicable)

What We're Looking For

Bachelor's degree in Communications, Journalism, Public Relations, or related field
[Number] years of experience in corporate communications, public relations, or related field
Proven track record of developing and implementing successful communication strategies
Excellent writing, editing, and proofreading skills with strong attention to detail
Experience with media relations and crisis communications
Strong understanding of social media platforms and content marketing
Exceptional interpersonal, communication, and presentation skills
Ability to work independently and collaboratively
Strategic thinker with excellent project management abilities
Experience in [Industry] preferred but not required

Why Join [Company]

At [Company], we value innovative thinking, collaborative problem-solving, and a passion for clear, impactful communications. We offer:

Competitive salary range of [Salary Range] plus [bonus/incentive structure]
Comprehensive benefits including [health insurance, retirement plan, etc.]
Professional development opportunities and mentorship
Work-life balance with [flexible schedule/remote work options/etc.]
Opportunity to shape communications strategy for a growing organization

Hiring Process

We've designed a streamlined hiring process to respect your time while ensuring we find the right fit for this important role.

Application Review: After reviewing your resume and cover letter, our recruiting team will reach out to qualified candidates.
Initial Screening: A 30-minute call with our recruiting team to discuss your background and interest in the role.
Chronological Interview: A comprehensive discussion with the hiring manager about your career journey and relevant experiences.
Communication Exercise: A practical exercise to showcase your communication skills and approach to real-world scenarios.
Team & Stakeholder Interviews: Conversations with key team members and stakeholders you'll work with regularly.
Final Steps: Reference checks and final discussion before extending an offer.

Ideal Candidate Profile (Internal)

Role Overview

The Corporate Communications Manager serves as the strategic communications hub for [Company], developing and executing comprehensive internal and external communication plans. This role requires a skilled storyteller who can translate complex information into compelling narratives across multiple platforms while maintaining message consistency and brand integrity. The ideal candidate will have a strategic mindset, excellent writing skills, crisis management experience, and the ability to build relationships with diverse stakeholders.

Essential Behavioral Competencies

Strategic Communication: Ability to develop and implement integrated communication plans that align with business objectives and reach target audiences effectively. Can translate complex concepts into clear, compelling messages tailored to different stakeholders.

Content Creation Excellence: Exceptional writing and editing skills with the ability to create engaging content across multiple platforms and formats. Demonstrates creativity, attention to detail, and brand consistency in all communications.

Crisis Management: Ability to anticipate potential issues, develop crisis communication plans, and respond effectively during critical incidents. Maintains composure under pressure and communicates with clarity and transparency.

Stakeholder Management: Skills in building and maintaining relationships with diverse stakeholders including media, executives, employees, and external partners. Demonstrates empathy and adaptability in communication approach.

Leadership & Team Development: Capability to guide communication initiatives across departments, mentor junior staff, and foster collaboration. Shows initiative in driving projects forward while bringing others along.

Desired Outcomes

Develop and execute a comprehensive communications strategy that measurably enhances brand reputation and supports business goals within the first year.
Create and manage a consistent flow of high-quality content across channels that increases engagement by [target percentage] and maintains brand voice.
Successfully manage potential crisis situations with minimal negative impact on company reputation through proactive planning and effective response.
Build and maintain a network of media relationships that results in [target number] of positive earned media placements quarterly.
Implement metrics-based reporting that demonstrates the impact and ROI of communication initiatives to leadership.

Ideal Candidate Traits

Strategic thinker who can see the big picture while managing tactical execution
Exceptional writer and editor with portfolio of diverse content examples
Proactive problem-solver who anticipates issues before they arise
Calm and collected under pressure, especially during crisis situations
Diplomatic communicator who can navigate complex stakeholder relationships
Collaborative team player who can work across departments
Data-oriented professional who values measuring communication effectiveness
Adaptable and flexible in response to changing priorities
Curious and continuously learning about industry trends and best practices
Detail-oriented without losing sight of strategic objectives

Screening Interview

Directions for the Interviewer

This interview serves as the initial assessment to determine if candidates have the fundamental qualifications and experience needed for the Corporate Communications Manager role. Focus on evaluating their communication skills, relevant experience, and understanding of strategic communications principles. Listen for specific examples that demonstrate their ability to develop communication strategies, create content, and manage stakeholder relationships. This screening helps identify candidates who should proceed to more in-depth interviews and eliminates those who lack essential qualifications or experience.

Best practices for this interview include:

Ask open-ended questions that encourage candidates to share specific examples
Listen for depth of experience rather than just titles or years in the field
Assess communication style as well as content—this role requires excellent verbal communication
Note their preparation level and knowledge of your company
Save 5-10 minutes at the end for the candidate to ask questions
Pay attention to how they structure their answers—strategic communications professionals should communicate clearly and concisely

Directions to Share with Candidate

During this conversation, I'll ask questions about your background and experience in corporate communications. I'm interested in learning about specific projects you've managed, communication strategies you've developed, and results you've achieved. Feel free to share concrete examples that showcase your skills and experience. We'll have time at the end for any questions you might have about the role or our company.

Interview Questions

Tell me about your background in corporate communications and what specifically interests you about this role.

Areas to Cover

Career progression in communications roles
Specific areas of expertise within corporate communications
Understanding of the role and its responsibilities
Knowledge of [Company] and why they're interested
Alignment between their experience and our needs

Possible Follow-up Questions

What aspects of corporate communications do you find most engaging?
How has your previous experience prepared you for this role?
What research have you done about our company and industry?
How would your skills and experience benefit our organization specifically?

Describe a comprehensive communication strategy you developed and implemented. What was the business objective, your approach, and the results?

Areas to Cover

Strategic thinking process
Alignment with business objectives
Channels and tactics used
Measurement approach
Challenges faced and how they were overcome
Outcomes and impact

Possible Follow-up Questions

How did you determine which communication channels to use?
How did you measure the effectiveness of your strategy?
What would you do differently if implementing that strategy today?
How did you adapt the strategy if initial results weren't as expected?

Walk me through how you've handled a significant crisis communication situation.

Areas to Cover

Nature of the crisis and their specific role
Preparation and planning before the crisis
Response development process and timeframe
Stakeholders involved and how they were managed
Messaging strategy and approval process
Lessons learned from the experience

Possible Follow-up Questions

How quickly were you able to respond, and what factors influenced that timeline?
How did you prioritize different stakeholder groups in your communications?
What systems or processes did you have in place before the crisis occurred?
How did you manage social media during this situation?

How do you approach creating content for different audiences while maintaining consistent messaging?

Areas to Cover

Content strategy development process
Audience analysis methodology
Message tailoring techniques
Maintaining brand voice across platforms
Quality control processes
Examples of successful content adaptation

Possible Follow-up Questions

How do you ensure executives and subject matter experts provide needed information?
What tools or systems do you use to manage content creation and approval?
How do you balance creativity with corporate messaging requirements?
Can you share an example of when you had to significantly adapt a message for a specific audience?

Tell me about your experience with media relations. How do you build and maintain relationships with journalists?

Areas to Cover

Media strategy development
Relationship building approaches
Pitch development process
Preparation techniques for spokespersons
Measurement of media relations success
Handling difficult media situations

Possible Follow-up Questions

How do you stay current on relevant media contacts and outlets?
What's your approach to preparing executives for media interviews?
How do you measure the success of your media relations efforts?
Can you share an example of successfully placing a difficult story?

Describe your experience measuring the effectiveness of communication initiatives. What metrics do you find most valuable?

Areas to Cover

Understanding of communications KPIs
Experience with measurement tools and methodologies
Approach to establishing baselines and goals
Process for reporting results to leadership
How data informs strategy adjustments
ROI calculations for communication activities

Possible Follow-up Questions

How do you measure the impact of internal communications?
What tools have you used for analytics and measurement?
How do you determine which metrics are most relevant for different initiatives?
How do you communicate results to leadership and other stakeholders?

Interview Scorecard

Strategic Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Limited experience developing comprehensive communication strategies
2: Has developed strategies but shows gaps in strategic thinking or execution
3: Demonstrates solid experience developing and implementing effective communication strategies
4: Shows exceptional strategic vision and proven success implementing innovative, results-driven communication plans

Crisis Communication Experience

0: Not Enough Information Gathered to Evaluate
1: Minimal experience handling crisis situations
2: Has some crisis experience but lacks depth or shows gaps in approach
3: Demonstrates solid crisis communication experience with good process and outcomes
4: Shows exceptional crisis management capability with sophisticated approach and proven results

Content Creation Abilities

0: Not Enough Information Gathered to Evaluate
1: Basic writing skills with limited range across formats
2: Good writing skills but lacks depth in certain formats or audiences
3: Strong writing and content creation across multiple formats and audiences
4: Exceptional content creation abilities with demonstrated excellence across all mediums

Media Relations Experience

0: Not Enough Information Gathered to Evaluate
1: Limited media relations experience or success
2: Some media experience but limited relationship building or strategic approach
3: Solid media relations background with demonstrated ability to build relationships
4: Exceptional media relations expertise with strong network and proven placement success

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop an effective comprehensive strategy
2: Likely to develop a partial or moderately effective strategy
3: Likely to develop and execute an effective comprehensive strategy
4: Likely to develop and execute an exceptional, innovative strategy with measurable impact

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to consistently produce high-quality content
2: Likely to create adequate content but may struggle with consistency or certain formats
3: Likely to create and manage high-quality content effectively
4: Likely to excel at content creation and management across all channels

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage crisis situations
2: Likely to handle basic crisis situations but may struggle with complex scenarios
3: Likely to manage crisis situations effectively with minimal reputational impact
4: Likely to excel at crisis management with proactive planning and exceptional execution

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective media relationships
2: Likely to maintain basic media relationships but limited network
3: Likely to build and maintain a solid media network
4: Likely to develop an exceptional media network resulting in significant positive coverage

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively measure and report on communications
2: Likely to implement basic measurement but limited ROI demonstration
3: Likely to implement effective metrics-based reporting
4: Likely to develop sophisticated measurement systems that clearly demonstrate ROI

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Chronological Interview

Directions for the Interviewer

The purpose of this interview is to thoroughly understand the candidate's career progression, experiences, and accomplishments in communications roles. By exploring their work history chronologically, you'll gain insights into their growth, skill development, and how they've handled various communications challenges over time. Focus on understanding context, gathering specifics about responsibilities, achievements, and lessons learned at each position.

This interview should be conducted by the hiring manager as it provides crucial information about the candidate's experience depth and career progression. Pay particular attention to:

The scope and scale of their communications responsibilities
Leadership experience and team management approach
How they've handled significant challenges or crises
Their understanding of strategic communications and business impact
Growth in skills and responsibilities over time

Allow approximately 60-90 minutes for this interview and focus most deeply on the most recent and relevant roles. Save 10 minutes at the end for candidate questions.

Directions to Share with Candidate

In this interview, we'll walk through your career history in communications, focusing on your experiences, responsibilities, and key accomplishments. I'm interested in understanding how your career has evolved and the skills you've developed along the way. For each relevant role, I'll ask similar questions to understand your responsibilities, challenges, achievements, and what you learned. This helps me understand how your background aligns with our needs for this position. Feel free to be thorough in your responses and provide specific examples.

Interview Questions

To start, I'd like to understand your overall career path. What attracted you to corporate communications, and how has your career evolved?

Areas to Cover

Initial interest in communications field
Key inflection points or transitions in career
Professional growth and development over time
Areas of specialization or focus
Long-term career aspirations

Possible Follow-up Questions

What aspects of communications have you found most fulfilling?
How has your view of effective communications changed over time?
What professional development has been most valuable to you?
How have industry changes affected your career path?

Let's discuss your current (or most recent) role at [Company]. What attracted you to this position, and what are/were your primary responsibilities?

Areas to Cover

Scope of responsibilities and team size
Reporting structure and key stakeholders
Types of communication channels managed
Strategic vs. tactical balance of work
Budget responsibility
Key performance metrics
Reason for seeking new opportunities

Possible Follow-up Questions

How is the communications function structured at your organization?
What percentage of your time is spent on internal vs. external communications?
How do you align communications strategy with business objectives?
What communication technologies or platforms do you use?

Tell me about the most significant communications challenge you faced in this role and how you addressed it.

Areas to Cover

Nature of the challenge and its business impact
Analysis and planning process
Strategy development and implementation
Stakeholders involved and how they were managed
Resources utilized and constraints faced
Outcomes and lessons learned

Possible Follow-up Questions

What alternative approaches did you consider?
How did you gain buy-in from leadership for your approach?
What would you do differently if facing this challenge again?
How did this experience influence your subsequent work?

Describe your most significant accomplishment in this role.

Areas to Cover

Nature of the accomplishment and its business impact
Individual contribution vs. team effort
Strategy and execution details
Measurement of success
Recognition received
Skills demonstrated or developed

Possible Follow-up Questions

What obstacles did you have to overcome to achieve this result?
How did you measure the success of this initiative?
How did this accomplishment benefit the organization?
What skills or knowledge did you develop through this experience?

How would your manager and team members describe your strengths and areas for development in this role?

Areas to Cover

Self-awareness about strengths and limitations
Feedback received from managers and peers
Professional development focus
Interpersonal and leadership style
Growth over time in the role

Possible Follow-up Questions

What feedback have you received in performance reviews?
How have you worked to address development areas?
What strengths do you believe are most relevant to this role?
How would you like to further develop professionally?

Let's move to your previous role at [Prior Company]. What were your key responsibilities and how did they differ from your current/most recent position?

Areas to Cover

Evolution of responsibilities and scope
Different challenges faced in this environment
Reporting structure and team dynamics
Key projects and initiatives
Reasons for transition to next role

Possible Follow-up Questions

How did the company culture influence your communications approach?
What new skills or knowledge did you develop in this role?
How did industry or company-specific factors impact your work?
What accomplishments from this role are you most proud of?

[Repeat previous two questions for each relevant role, focusing most deeply on communications positions]

Looking across your career, how has your approach to crisis communications evolved?

Areas to Cover

Experience with different types of crises
Development of crisis management skills
Changes in approach or methodology
Tools and technologies utilized
Lessons learned from specific situations

Possible Follow-up Questions

What crisis preparation measures have you found most effective?
How do you balance transparency with protecting the organization?
How has social media changed your approach to crisis management?
What role do you believe leadership should play during a crisis?

Which of your past roles do you think best prepared you for this position, and why?

Areas to Cover

Understanding of the requirements for this role
Self-assessment of relevant experience
Transferable skills and knowledge
Industry or situational similarities
Growth areas for the new position

Possible Follow-up Questions

What aspects of this role would be new challenges for you?
How would you apply specific experiences to our environment?
What additional skills or knowledge would you need to develop?
How would your past experiences benefit our organization?

Interview Scorecard

Strategic Communication Planning

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of strategic planning capabilities
2: Some strategic planning experience but lacks depth or sophistication
3: Strong track record of developing effective communication strategies
4: Exceptional strategic planning capabilities with proven business impact

Content Creation Experience

0: Not Enough Information Gathered to Evaluate
1: Basic content creation experience with limited range
2: Moderate content experience across some channels
3: Strong content creation experience across multiple platforms
4: Exceptional content creation expertise with innovative approaches

Crisis Communication Experience

0: Not Enough Information Gathered to Evaluate
1: Limited crisis experience or handled only minor issues
2: Some crisis experience but lacks depth or sophistication
3: Strong crisis management experience with positive outcomes
4: Exceptional crisis management expertise with proven success in complex situations

Leadership Capabilities

0: Not Enough Information Gathered to Evaluate
1: Limited leadership experience or effectiveness
2: Some leadership experience with moderate effectiveness
3: Strong leadership capabilities with positive team outcomes
4: Exceptional leadership with demonstrated ability to develop others

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop an effective comprehensive strategy
2: Likely to develop a partial or moderately effective strategy
3: Likely to develop and execute an effective comprehensive strategy
4: Likely to develop and execute an exceptional, innovative strategy with measurable impact

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to consistently produce high-quality content
2: Likely to create adequate content but may struggle with consistency
3: Likely to create and manage high-quality content effectively
4: Likely to excel at content creation and management across all channels

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage crisis situations
2: Likely to handle basic crisis situations but may struggle with complex scenarios
3: Likely to manage crisis situations effectively with minimal reputational impact
4: Likely to excel at crisis management with proactive planning and exceptional execution

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective media relationships
2: Likely to maintain basic media relationships but limited network
3: Likely to build and maintain a solid media network
4: Likely to develop an exceptional media network resulting in significant positive coverage

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively measure and report on communications
2: Likely to implement basic measurement but limited ROI demonstration
3: Likely to implement effective metrics-based reporting
4: Likely to develop sophisticated measurement systems that clearly demonstrate ROI

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Crisis Communications Work Sample

Directions for the Interviewer

This work sample evaluates the candidate's ability to develop a crisis communication plan and messaging under time constraints. You'll assess their strategic thinking, writing skills, stakeholder prioritization, and ability to maintain composure while creating clear, appropriate messaging during a simulated crisis. This exercise reveals their practical skills in a high-pressure situation similar to what they might face in the role.

Send the crisis scenario to the candidate 24 hours before the interview to allow for preparation. During the interview, they'll present their crisis communication plan and respond to follow-up questions that simulate evolving crisis conditions.

When evaluating their performance:

Focus on the quality of their strategic thinking and message development
Assess how they prioritize stakeholders and customize messaging
Evaluate the clarity, tone, and appropriateness of their communication
Consider how well they adapt to new information during follow-up questions
Look for evidence of a structured approach to crisis management

Remember, there is no single "right" answer, but look for a thoughtful, strategic approach that protects the company's reputation while demonstrating transparency and concern for affected stakeholders.

Directions to Share with Candidate

For this exercise, you'll receive a crisis scenario that a corporate communications team might face. Please prepare a crisis communication plan and initial messaging that addresses the situation. Your submission should include:

A brief crisis communication strategy (1 page maximum)
Key messages for primary stakeholders (employees, customers, media)
Draft of an initial media statement (no more than 1 page)

During our meeting, you'll have 15 minutes to present your plan and initial messaging, followed by 15 minutes of questions that may include evolving scenarios to test your adaptability. We're evaluating your strategic thinking, message development, stakeholder prioritization, and communication clarity under pressure. Please come prepared to discuss your approach and reasoning.

Crisis Scenario

[To be sent to candidate 24 hours before interview]

Scenario: [Company] has just discovered a data breach that potentially exposed sensitive customer information, including names, email addresses, and encrypted payment data for approximately 50,000 customers. The breach apparently occurred 3 weeks ago but was only discovered yesterday. IT security is still investigating the full extent of the breach. Initial findings suggest it was caused by a third-party vendor with access to your systems. The media has not yet learned of the breach, but you expect they will soon. Regulatory requirements mandate customer notification within 72 hours of discovery.

Develop a crisis communication plan and initial messaging for this situation.

Interview Questions

Please walk us through your crisis communication plan and the reasoning behind your approach.

Areas to Cover

Overall strategy and objectives
Stakeholder prioritization and rationale
Timing and sequencing of communications
Channels to be utilized for different audiences
Message development process
Monitoring and response plans
Team roles and responsibilities

Possible Follow-up Questions

How did you decide which stakeholders to prioritize?
What influenced your timing recommendations?
How would you manage internal vs. external messaging?
What resources would you need to execute this plan?

How would you adapt your plan if we learned that the breach was more extensive than initially thought, affecting 200,000 customers and including unencrypted payment information?

Areas to Cover

Adaptability and strategic thinking
Crisis escalation processes
Message adjustment approach
Stakeholder reprioritization if needed
Additional channels or tactics
Legal and regulatory considerations

Possible Follow-up Questions

How would your messaging change with this new information?
Would you alter your stakeholder prioritization?
What additional resources might you need?
How would this impact your timeline?

The media has now contacted us for comment before we've completed our planned notifications. How would you handle this situation?

Areas to Cover

Media response strategy
Balancing transparency with due diligence
Stakeholder notification adjustment
Message control techniques
Spokesperson preparation
Monitoring approach

Possible Follow-up Questions

What would you tell the media at this point?
How would this affect your notification sequence?
Who would you recommend as spokesperson for this situation?
How would you prepare them for potential questions?

A board member wants to immediately issue a statement placing blame on the vendor. How would you handle this situation?

Areas to Cover

Leadership counsel approach
Message control strategies
Internal alignment techniques
Balancing relationships vs. reputation
Legal/liability considerations
Vendor relationship management

Possible Follow-up Questions

What specifically would you say to the board member?
How would you build consensus around the appropriate messaging?
What legal considerations would influence your approach?
How would you maintain the vendor relationship while protecting the company?

Six months after the crisis, how would you evaluate the effectiveness of your crisis response?

Areas to Cover

Measurement framework and KPIs
Data sources and analysis approach
Stakeholder feedback mechanisms
Lessons learned process
Crisis plan refinement
Long-term reputation monitoring

Possible Follow-up Questions

What specific metrics would you track?
How would you gather stakeholder feedback?
What might indicate a successful crisis response?
How would you implement lessons learned?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Lacks structured approach; reactive rather than strategic
2: Basic strategy with gaps in stakeholder consideration or message planning
3: Comprehensive strategy with clear priorities and thoughtful messaging
4: Exceptional strategic approach with nuanced stakeholder considerations and contingency planning

Message Development

0: Not Enough Information Gathered to Evaluate
1: Messages lack clarity, consistency, or appropriate tone
2: Adequate messaging but missing nuance or stakeholder customization
3: Clear, appropriate messaging tailored to different stakeholders
4: Exceptional messaging that balances transparency, empathy, and reputation protection

Crisis Management Process

0: Not Enough Information Gathered to Evaluate
1: Disorganized approach with significant process gaps
2: Basic process with some logical sequence but missing key elements
3: Well-structured process with clear roles, timelines, and escalation paths
4: Sophisticated process demonstrating best practices and contingency planning

Adaptability

0: Not Enough Information Gathered to Evaluate
1: Struggles to adjust approach as scenario evolves
2: Makes some adjustments but misses implications of new information
3: Effectively adapts plan and messaging as situation changes
4: Shows exceptional agility and strategic thinking when facing new developments

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop an effective crisis communication strategy
2: Likely to develop a basic but incomplete strategy
3: Likely to develop and execute an effective crisis strategy
4: Likely to create an exceptional, comprehensive strategy with contingencies

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to produce effective crisis communications content
2: Likely to create adequate but not exceptional crisis content
3: Likely to create effective, appropriate crisis content
4: Likely to develop exceptional crisis messaging across all needed channels

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage this type of crisis
2: Likely to provide basic crisis management but with gaps
3: Likely to manage the crisis situation effectively
4: Likely to provide exceptional crisis management leadership

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage media during crisis
2: Likely to provide basic media responses but lack relationship focus
3: Likely to effectively manage media relationships during crisis
4: Likely to leverage strong media relationships for optimal crisis coverage

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively measure crisis response
2: Likely to track basic metrics but limited analysis
3: Likely to implement effective crisis response measurement
4: Likely to provide sophisticated measurement of crisis response effectiveness

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Stakeholder Competency Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's abilities in key competency areas essential for success in the Corporate Communications Manager role. As a key stakeholder who would interact regularly with this position, your perspective on how the candidate would handle cross-functional communication and stakeholder management is valuable. Focus on evaluating how they've navigated complex communication situations, managed diverse stakeholders, and delivered results through strategic communication.

During this interview:

Focus on specific behavioral examples from the candidate's past experience
Probe deeply to understand context, actions, and results
Listen for evidence of the essential competencies listed in the job description
Consider how they would interact with your department/team
Assess both their communication style and content during the interview
Pay attention to how they tailor their message to your perspective as a stakeholder

Save approximately 10 minutes at the end for candidate questions. Their questions may provide additional insight into their understanding of stakeholder relationships.

Directions to Share with Candidate

In this interview, we'll focus on your experience working with diverse stakeholders and implementing communications strategies. I'm interested in hearing specific examples from your past that demonstrate your approach to stakeholder management, content development, and achieving business objectives through communications. Please share detailed examples that highlight your skills and experience with these competencies.

Interview Questions

Tell me about a time when you had to communicate a significant organizational change to multiple stakeholder groups. How did you approach this, and what were the results? (Strategic Communication, Stakeholder Management)

Areas to Cover

Nature of the change and its impact on different stakeholders
Analysis process for identifying stakeholder needs
Message development and customization approach
Channels selected for different audiences
Timeline and sequencing decisions
Feedback collection and message adjustment
Outcomes and measurement of effectiveness

Possible Follow-up Questions

How did you identify the concerns of different stakeholder groups?
How did you prioritize which stakeholders to address first?
What resistance did you encounter and how did you address it?
How did you know your communication strategy was effective?

Describe a situation where you had to manage competing priorities from different departments while developing a communications initiative. How did you handle this? (Stakeholder Management, Leadership)

Areas to Cover

Nature of the competing priorities
Process for understanding different stakeholder needs
Negotiation and alignment techniques used
Decision-making framework applied
How trade-offs were evaluated
Resolution approach
Stakeholder management throughout the process
Lessons learned

Possible Follow-up Questions

How did you build consensus among the different departments?
What techniques did you use to ensure all stakeholders felt heard?
What was most challenging about balancing these competing priorities?
How did you communicate decisions back to stakeholders?

Tell me about your most successful content creation initiative. What made it effective, and how did you measure its impact? (Content Creation Excellence)

Areas to Cover

Initiative objectives and target audiences
Content strategy and development process
Formats and channels utilized
Stakeholder involvement in content creation
Challenges overcome during implementation
Metrics established to measure success
Results achieved
Key learnings

Possible Follow-up Questions

How did you ensure the content resonated with your target audience?
What role did data or research play in your content development?
How did you maintain quality control across different content pieces?
What would you do differently if you were to repeat this initiative?

Give me an example of a time when you had to quickly pivot your communications strategy due to unexpected circumstances. How did you adapt? (Crisis Management, Strategic Communication)

Areas to Cover

Nature of the unexpected situation
Initial assessment process
Key decision points and considerations
Stakeholders involved in the pivot
Message and channel adjustments
Timeline for implementing changes
Resources required
Outcome and effectiveness of the pivot

Possible Follow-up Questions

How quickly were you able to implement the new approach?
What were the biggest challenges in making this pivot?
How did you communicate the change in strategy to your team?
What systems did you have in place that enabled you to adapt quickly?

Describe a situation where you had to influence executive leadership to adopt a communications approach they were initially resistant to. (Leadership, Strategic Communication)

Areas to Cover

Context and nature of the proposed approach
Source of executive resistance
Research and preparation conducted
Persuasion techniques utilized
How objections were addressed
Building of executive support
Implementation and follow-through
Outcomes and relationship impact

Possible Follow-up Questions

How did you initially present your recommendation?
What data or evidence did you use to support your position?
How did you address specific concerns raised by executives?
How did this experience affect your approach to executive communications going forward?

Interview Scorecard

Strategic Communication

0: Not Enough Information Gathered to Evaluate
1: Shows limited strategic thinking in communication planning
2: Demonstrates basic strategic approach but lacks sophistication
3: Shows strong strategic thinking with clear alignment to business objectives
4: Demonstrates exceptional strategic vision and execution in communications

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Difficulty managing diverse stakeholder needs and expectations
2: Basic stakeholder management but struggles with complex situations
3: Effectively balances diverse stakeholder needs and builds relationships
4: Exceptional stakeholder management with sophisticated approach to complex situations

Content Creation Excellence

0: Not Enough Information Gathered to Evaluate
1: Limited range of content creation experience or effectiveness
2: Adequate content creation skills but lacks innovation or impact
3: Strong content creation capabilities across multiple formats
4: Exceptional content creation with innovative approaches and measurable impact

Leadership & Influence

0: Not Enough Information Gathered to Evaluate
1: Struggles to influence others or lead communication initiatives
2: Shows some leadership ability but limited influence with senior stakeholders
3: Effectively leads communications and influences across organizational levels
4: Demonstrates exceptional leadership and influence capabilities, even in challenging situations

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop an effective comprehensive strategy
2: Likely to develop a partial or moderately effective strategy
3: Likely to develop and execute an effective comprehensive strategy
4: Likely to develop and execute an exceptional, innovative strategy with measurable impact

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to consistently produce high-quality content
2: Likely to create adequate content but may struggle with consistency
3: Likely to create and manage high-quality content effectively
4: Likely to excel at content creation and management across all channels

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage crisis situations
2: Likely to handle basic crisis situations but may struggle with complex scenarios
3: Likely to manage crisis situations effectively with minimal reputational impact
4: Likely to excel at crisis management with proactive planning and exceptional execution

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective media relationships
2: Likely to maintain basic media relationships but limited network
3: Likely to build and maintain a solid media network
4: Likely to develop an exceptional media network resulting in significant positive coverage

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively measure and report on communications
2: Likely to implement basic measurement but limited ROI demonstration
3: Likely to implement effective metrics-based reporting
4: Likely to develop sophisticated measurement systems that clearly demonstrate ROI

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Executive Leadership Interview (Optional)

Directions for the Interviewer

This interview provides an opportunity for executive leadership to assess the candidate's strategic thinking, leadership potential, and cultural fit. As a senior leader, your perspective on how this role will support broader organizational objectives is invaluable. Focus on evaluating the candidate's ability to translate business strategy into effective communications, manage complex stakeholder relationships, and drive measurable results through strategic communications.

During this interview:

Focus on high-level strategic thinking and alignment with organizational vision
Assess the candidate's ability to communicate effectively with leadership
Evaluate their understanding of how communications supports business objectives
Consider their potential as a trusted communications advisor
Look for evidence of strategic impact in their past experiences
Probe on their approach to measuring and demonstrating communications value

This interview should last approximately 45-60 minutes, with time reserved for the candidate's questions. Their questions will provide insight into their understanding of organizational priorities and executive concerns.

Directions to Share with Candidate

In this conversation, we'll focus on your strategic approach to communications and how you align communications with business objectives. I'm interested in understanding your experience advising leadership, managing complex stakeholder relationships, and driving business results through effective communications. Please share specific examples that demonstrate your strategic thinking and leadership in communications roles.

Interview Questions

How do you ensure that communications strategy aligns with and supports overall business objectives? Please share a specific example that demonstrates your approach. (Strategic Communication)

Areas to Cover

Process for understanding business strategy and priorities
Translation of business objectives into communications goals
Stakeholder engagement in strategy development
Measurement approach for strategic alignment
Business impacts achieved through communications
Adjustments made based on business needs
Executive relationship management

Possible Follow-up Questions

How do you stay informed about business priorities and strategic shifts?
How do you balance competing business objectives in your communications planning?
How do you demonstrate the value of communications to business leaders?
What challenges have you faced in aligning communications with business strategy?

Tell me about a time when you served as a strategic communications advisor to senior leadership during a significant business challenge or opportunity. (Leadership, Strategic Communication)

Areas to Cover

Nature of the business challenge/opportunity
Their specific advisory role
Approach to understanding leadership needs
Communications strategy developed
How they gained leadership trust and buy-in
Implementation and adjustment process
Business outcomes achieved
Leadership relationship impact

Possible Follow-up Questions

How did you establish yourself as a trusted advisor?
What resistance or challenges did you face from leadership?
How did you balance being responsive to leadership while providing objective counsel?
What did you learn from this experience about advising senior leaders?

Describe how you've effectively managed communication around a sensitive or controversial issue that had potential reputation implications. (Crisis Management, Stakeholder Management)

Areas to Cover

Nature of the sensitive issue
Initial assessment and strategy development
Stakeholder mapping and prioritization
Message development approach
Channel selection and considerations
Issues management process
Leadership involvement and counsel
Outcome and reputation impact

Possible Follow-up Questions

How did you balance transparency with protecting organizational interests?
What principles guided your approach to this situation?
How did you advise leadership throughout this process?
What would you do differently if facing a similar situation?

How do you measure and demonstrate the business value of communications initiatives to leadership? Please share an example of how you've done this successfully. (Strategic Communication, Leadership)

Areas to Cover

Approach to establishing meaningful KPIs
Measurement methodologies and tools
Connection between communications metrics and business outcomes
Data collection and analysis process
Reporting framework for leadership
How data influenced strategy adjustments
Executive response to measurement approach
ROI demonstration techniques

Possible Follow-up Questions

What metrics do you find most meaningful to senior leaders?
How do you measure the impact of more intangible communications outcomes?
How has your approach to measurement evolved over time?
How do you use data to secure resources or budget for communications?

Looking at our organization's current market position and challenges, what do you see as the most critical communications priorities and why? (Strategic Communication)

Areas to Cover

Understanding of the organization's business context
Analysis of communications needs
Strategic priorities identification
Rationale for prioritization
Potential approach to addressing priorities
Resource considerations
Timeline considerations
Measurement approach

Possible Follow-up Questions

How would you assess our current communications effectiveness?
What information would you need to refine your assessment?
How would you approach building support for these priorities?
What potential obstacles do you foresee in addressing these priorities?

Interview Scorecard

Strategic Vision & Business Alignment

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business-communications alignment
2: Basic understanding but lacks sophisticated strategic approach
3: Strong strategic vision with clear business alignment
4: Exceptional strategic vision with sophisticated business integration

Executive Advisory Capabilities

0: Not Enough Information Gathered to Evaluate
1: Limited experience or effectiveness advising senior leadership
2: Some advisory experience but lacks sophistication or impact
3: Strong track record of effectively advising leadership
4: Exceptional advisory capabilities with demonstrated influence on executive decisions

Reputation & Issues Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience with sensitive issues management
2: Basic issues management experience but lacks sophistication
3: Strong capability in managing complex reputational issues
4: Exceptional reputation management with sophisticated approach to complex situations

Value Demonstration & Measurement

0: Not Enough Information Gathered to Evaluate
1: Limited ability to measure and demonstrate communications value
2: Basic measurement approach but limited business impact connection
3: Strong capability in meaningful measurement and value demonstration
4: Exceptional approach to measurement with clear business impact connection

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop an effective comprehensive strategy
2: Likely to develop a partial or moderately effective strategy
3: Likely to develop and execute an effective comprehensive strategy
4: Likely to develop and execute an exceptional, innovative strategy with measurable impact

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Unlikely to consistently produce high-quality content
2: Likely to create adequate content but may struggle with consistency
3: Likely to create and manage high-quality content effectively
4: Likely to excel at content creation and management across all channels

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively manage crisis situations
2: Likely to handle basic crisis situations but may struggle with complex scenarios
3: Likely to manage crisis situations effectively with minimal reputational impact
4: Likely to excel at crisis management with proactive planning and exceptional execution

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective media relationships
2: Likely to maintain basic media relationships but limited network
3: Likely to build and maintain a solid media network
4: Likely to develop an exceptional media network resulting in significant positive coverage

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively measure and report on communications
2: Likely to implement basic measurement but limited ROI demonstration
3: Likely to implement effective metrics-based reporting
4: Likely to develop sophisticated measurement systems that clearly demonstrate ROI

Hiring Recommendation

1: Strong No Hire
2: No Hire
3: Hire
4: Strong Hire

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals to succeed.
The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.
Scores and interview notes are important data points but should not be the sole factor in making the final decision.
Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Based on the work sample, how confident are we in the candidate's ability to handle crisis communications effectively?

Guidance: Discuss specific observations from the work sample that indicate strengths or weaknesses in the candidate's crisis communications approach, including strategic thinking, message development, and adaptability.

How well do the candidate's content creation abilities align with our needs across various communications channels?

Guidance: Consider examples shared during interviews that demonstrate the candidate's writing skills, channel expertise, and ability to tailor messaging to different audiences.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks provide crucial context about the candidate's past performance and working style. For a Corporate Communications Manager, references can provide valuable insights into their communication effectiveness, strategic thinking, leadership style, and ability to handle complex stakeholder relationships. These conversations help validate what you've learned in interviews and provide additional perspective on how the candidate might perform in your organization.

When conducting these checks:

Attempt to speak with at least one former manager, one colleague, and if applicable, someone who reported to the candidate
Ask the candidate to make the initial introduction to facilitate a more open conversation
Prepare specific questions based on any areas you'd like to explore further from the interviews
Listen for specifics rather than generalities about the candidate's performance
Pay attention to tone and hesitations that might indicate unstated concerns
Be particularly attentive to feedback about crisis management, strategic thinking, and leadership capabilities
Consider conducting multiple reference checks to get a well-rounded perspective

Remember that while reference checks typically come at the end of the process, they should be treated as an important source of new information, not just confirmation of your existing opinion.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the reference's relationship with the candidate to understand their perspective and the depth of their knowledge about the candidate's abilities. Note reporting relationships, projects worked on together, and duration of relationship.

What were [Candidate]'s primary responsibilities in their role?

Guidance: Verify that the candidate's description of their role aligns with the reference's understanding, and gain additional context about their scope of responsibility and accomplishments.

How would you describe [Candidate]'s ability to develop and implement strategic communication plans that drive business results?

Guidance: Look for specific examples of how the candidate connected communications strategy to business objectives, their strategic thinking process, and the tangible results of their work.

Can you describe a time when [Candidate] had to manage a sensitive or crisis communication situation? How did they handle it?

Guidance: Listen for details about the candidate's approach to crisis management, their ability to remain calm under pressure, strategic thinking in difficult situations, and the effectiveness of their response.

How would you describe [Candidate]'s content development and writing skills? What types of content were they particularly good at creating?

Guidance: Seek specific examples of content the candidate created, their writing process, ability to adapt to different audiences and channels, and the impact of their content.

How effective was [Candidate] at building and managing relationships with various stakeholders, including executives, media, and cross-functional teams?

Guidance: Note examples of the candidate's stakeholder management approach, their ability to navigate complex organizational dynamics, and how they built credibility with different groups.

On a scale of 1-10, how likely would you be to hire [Candidate] again if you had an appropriate role available? Why?

Guidance: This question often elicits more candid feedback than others. Listen carefully to both the rating and the reasoning provided. Anything less than an 8 may warrant follow-up questions.

Reference Check Scorecard

Strategic Communication Capabilities

0: Not Enough Information Gathered to Evaluate
1: Reference described limited strategic communication abilities
2: Reference described adequate but not exceptional strategic communication skills
3: Reference confirmed strong strategic communication capabilities
4: Reference provided exceptional examples of strategic communication impact

Crisis Management Experience

0: Not Enough Information Gathered to Evaluate
1: Reference indicated concerns about crisis management abilities
2: Reference described basic crisis management capabilities
3: Reference confirmed effective crisis management skills
4: Reference provided outstanding examples of crisis management success

Content Creation and Writing Skills

0: Not Enough Information Gathered to Evaluate
1: Reference expressed concerns about content creation abilities
2: Reference described adequate but not exceptional content skills
3: Reference confirmed strong content creation capabilities
4: Reference highlighted exceptional writing and content development talents

Leadership and Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Reference indicated concerns about leadership or stakeholder management
2: Reference described basic leadership and stakeholder management skills
3: Reference confirmed effective leadership and relationship building
4: Reference provided excellent examples of leadership impact and stakeholder influence

Develop and execute a comprehensive communications strategy

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with strategy development
2: Reference indicates candidate could develop basic but limited strategies
3: Reference confirms candidate can develop effective communications strategies
4: Reference provides examples of exceptional strategic development and execution

Create and manage high-quality content across channels

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limitations in content creation abilities
2: Reference describes adequate but not exceptional content skills
3: Reference confirms ability to create effective content across channels
4: Reference provides examples of outstanding content development impact

Successfully manage potential crisis situations

0: Not Enough Information Gathered to Evaluate
1: Reference suggests candidate would struggle with crisis management
2: Reference indicates basic crisis management capabilities
3: Reference confirms effective crisis management skills
4: Reference shares examples of exceptional crisis management success

Build and maintain a network of media relationships

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited media relationship abilities
2: Reference describes basic media relationship management
3: Reference confirms effective media relationship building
4: Reference provides examples of exceptional media network development

Implement metrics-based reporting that demonstrates communication ROI

0: Not Enough Information Gathered to Evaluate
1: Reference suggests limited measurement capabilities
2: Reference describes basic measurement approach
3: Reference confirms effective measurement and reporting abilities
4: Reference shares examples of sophisticated ROI demonstration

Frequently Asked Questions

How should I tailor questions for candidates with more PR experience versus those with more internal communications experience?

For candidates with stronger PR backgrounds, focus more on their experience with crisis communications, media relations, and external messaging strategy. For those with internal communications strengths, emphasize questions about employee engagement, change management communications, and executive messaging. In both cases, assess their experience with the less familiar area to ensure they can handle the full scope of responsibilities.

What's the most effective way to evaluate a candidate's writing skills beyond the work sample?

Request writing samples that demonstrate range—perhaps a press release, an internal announcement, and a social media campaign. Look for clarity, appropriate tone for different audiences, and strategic thinking behind the content. You can also ask detailed questions about their writing process during interviews. Learn more about evaluating communication skills.

How important is industry experience for this role?

While industry knowledge can be beneficial, strong communication skills, strategic thinking, and stakeholder management abilities often transfer well across industries. Look for candidates who demonstrate curiosity, learning agility, and research skills, as these indicate they can quickly get up to speed in a new industry. Their questions about your industry during interviews can also reveal their ability to learn quickly.

Should we prioritize crisis communications experience over other competencies?

The importance of crisis experience depends on your organization's risk profile and industry. However, even candidates without formal crisis management experience may demonstrate relevant skills like calm under pressure, strategic thinking, and sound judgment. Their approach to the crisis work sample often reveals more than past experiences alone.

How can we evaluate if the candidate will be a strong partner to executives?

Look for evidence of executive communications experience, strategic thinking, and business acumen throughout the interviews. The chronological interview and executive interview are particularly valuable for assessing these abilities. Note how candidates frame communications in business terms, their comfort level discussing strategy, and their ability to push back diplomatically when needed.

What's the benefit of using the work sample versus just behavioral questions?

The crisis communications work sample provides insight into how candidates actually approach a challenging situation, revealing their thinking process, writing skills, and strategic approach in a way that behavioral questions alone cannot. It also shows how they perform under conditions similar to the real job, including time pressure and ambiguity.