Interview Guide for

International Development Consultant

This comprehensive interview guide for International Development Consultants provides a strategic framework for identifying candidates with the perfect blend of technical expertise, cross-cultural skills, and adaptability. With carefully crafted questions to assess project management abilities, stakeholder engagement skills, and problem-solving capabilities, this guide will help you select exceptional talent for complex international development roles.

How to Use This guide

This guide offers a structured approach to interviewing International Development Consultant candidates. Use Yardstick's Interview Intelligence to transform interview data into actionable insights and improve your hiring process. The Interview Orchestrator will help you design and execute candidate interviews with consistency and precision. For additional guidance on making your interviews more effective, refer to our blog post on how to conduct a job interview.

Job Description

International Development Consultant

About [Company]

[Company] is a leading organization dedicated to addressing critical global development challenges through innovative, sustainable solutions. We partner with governments, NGOs, and private sector entities worldwide to drive meaningful social, economic, and environmental impact in developing regions.

The Role

As an International Development Consultant, you'll play a pivotal role in designing, implementing, and evaluating high-impact development projects across multiple sectors. You'll leverage your expertise to provide strategic guidance, manage complex stakeholder relationships, and deliver solutions that create lasting positive change in challenging environments.

Key Responsibilities

Design and manage complex international development projects, overseeing planning, implementation, monitoring, and evaluation processes
Develop comprehensive project proposals, reports, and other documentation for donors and stakeholders
Conduct research and analysis to identify development needs, opportunities, and effective intervention strategies
Build and maintain relationships with diverse stakeholders including government officials, local communities, NGOs, and donors
Analyze complex data and information to develop evidence-based recommendations and solutions
Adapt strategies to operate effectively in challenging or resource-constrained environments
Provide technical expertise in specific development areas such as economic development, public health, education, governance, or climate resilience
Mentor and collaborate with local staff to build capacity and ensure project sustainability
Ensure compliance with donor requirements, ethical standards, and best practices in international development

What We're Looking For

Bachelor's degree required; Master's degree preferred in International Development, Economics, Public Policy, or related field
5+ years of experience in international development, with demonstrated success in project management and implementation
Strong analytical skills and ability to develop evidence-based recommendations
Excellent communication and cross-cultural skills, with experience navigating complex stakeholder environments
Demonstrated adaptability and problem-solving abilities in challenging contexts
Experience developing successful project proposals and reports for international donors
Technical expertise in one or more development sectors (e.g., economic development, governance, health, education)
Strong ethical compass and commitment to sustainable development principles
Fluency in English required; proficiency in additional languages highly valued
Willingness and ability to travel internationally, sometimes to remote or challenging locations

Why Join [Company]

At [Company], you'll join a team of passionate professionals working to create meaningful change in the world's most challenging contexts. We offer a collaborative, intellectually stimulating environment where your expertise and innovation can truly make a difference.

Competitive compensation package of [Pay Range], commensurate with experience
Comprehensive benefits including health insurance, retirement plan, and paid time off
Professional development opportunities including trainings and conference attendance
Flexible work arrangements with a focus on work-life balance
Global network of development professionals and partner organizations
Opportunity to drive real-world impact on pressing global challenges

Hiring Process

We've designed our hiring process to thoroughly assess your skills while respecting your time:

Initial Screening Interview: A 45-minute conversation with our recruitment team to understand your background, experience, and interest in the role.
Technical Assessment: You'll complete a practical exercise relevant to the position, analyzing a case study and providing recommendations for a development project.
Experience and Competency Interview: A deeper dive into your professional experience and expertise with our hiring manager and potential team members.
Stakeholder Management Interview: An assessment of your ability to navigate complex stakeholder relationships and cross-cultural environments.
Final Leadership Interview: A conversation with senior leadership to explore your alignment with our organizational mission and values.

Ideal Candidate Profile (Internal)

Role Overview

The International Development Consultant will lead the design and implementation of development projects that address complex challenges in diverse global contexts. Success in this role requires a unique blend of technical expertise, cross-cultural communication skills, analytical abilities, and adaptability to thrive in challenging environments. The ideal candidate will bring a systems-thinking approach to development challenges while maintaining a focus on practical, sustainable solutions.

Essential Behavioral Competencies

Project Management Excellence - Ability to plan, execute, monitor, and evaluate complex development projects in challenging environments. Demonstrates strong organizational skills, attention to detail, and capacity to manage multiple priorities simultaneously while meeting deadlines and achieving objectives.

Stakeholder Management - Exceptional ability to navigate diverse stakeholder relationships, including government officials, communities, NGOs, and donors. Can build consensus among groups with different priorities, communicate effectively across cultural boundaries, and maintain productive relationships in complex political environments.

Analytical Problem-Solving - Strong capacity to analyze complex development challenges, gather and interpret relevant data, and develop evidence-based solutions. Applies critical thinking to identify root causes of problems and design interventions that address systemic issues.

Adaptability and Resilience - Demonstrates flexibility and persistence in the face of ambiguity, constraints, and changing circumstances. Able to adjust approaches when necessary while maintaining commitment to goals, and can function effectively in resource-limited or challenging environments.

Technical Expertise - Deep knowledge in specific development sectors (e.g., economic development, governance, education, public health) with the ability to apply technical concepts to practical field implementation. Stays current on best practices and emerging trends in international development.

Desired Outcomes

Successfully manage the full lifecycle of at least 2-3 major development projects annually, ensuring they meet objectives, stay within budget, and adhere to timelines.
Develop high-quality project proposals that secure funding from major international donors with a success rate of at least 30%.
Build and maintain productive relationships with key stakeholders, resulting in positive feedback and continued partnership opportunities.
Produce evidence-based analyses and recommendations that inform strategic decision-making and lead to measurable development impact.
Contribute to organizational knowledge and capacity building through documentation of best practices, mentoring of junior staff, and knowledge sharing.

Ideal Candidate Traits

The ideal candidate brings a passion for international development and a commitment to creating sustainable change in challenging contexts. They are analytical thinkers with exceptional interpersonal skills who can thrive in ambiguous situations and diverse cultural environments.

They have demonstrated experience managing complex projects from conception through implementation and evaluation, with a track record of delivering results despite constraints. Their communication style is clear, diplomatic, and adaptable to different audiences.

The candidate should be comfortable with international travel and working in resource-constrained environments, bringing both technical expertise and cultural sensitivity to their work. They are self-directed problem-solvers who can work independently while also collaborating effectively with diverse teams.

Ideally, they have experience in [region/regions of focus] and technical expertise in [specific development areas relevant to the organization's work]. They are motivated by making meaningful contributions to sustainable development rather than short-term outputs.

Screening Interview

Directions for the Interviewer

This initial screening interview aims to quickly assess the candidate's understanding of the International Development Consultant role, their relevant experience, and their alignment with our organization's needs. The questions are designed to evaluate the candidate's background in international development, their project management capabilities, and their cultural adaptability.

Best practices for this interview:

Review the candidate's resume in advance to tailor follow-up questions to their specific experiences
Allow the candidate to fully explain their experiences before asking follow-up questions
Listen for specific examples rather than theoretical knowledge
Pay attention to how they describe working in different cultural contexts
Note their communication style and ability to articulate complex concepts clearly
Save 5-10 minutes at the end for the candidate to ask questions

Directions to Share with Candidate

"Thank you for your interest in the International Development Consultant role. Today's screening interview will focus on understanding your background in international development, your experience with project management, and your approach to working in diverse cultural contexts. I'll ask several questions about your experience, and I encourage you to provide specific examples. We'll also leave time at the end for you to ask any questions you might have about the role or our organization."

Interview Questions

Tell me about your understanding of the International Development Consultant role and what attracted you to this position at [Company].

Areas to Cover

Candidate's understanding of key responsibilities and required skills
Alignment between their career goals and this role
Knowledge of or interest in [Company]'s mission and work
Motivation for seeking this position at this time

Possible Follow-up Questions

What aspects of international development work do you find most rewarding?
How does this role fit into your longer-term career plans?
What do you know about our organization's approach to development work?
Which of our projects or initiatives particularly interests you?

Walk me through your experience in international development. What types of projects have you worked on, in what regions, and in what capacity?

Areas to Cover

Overview of relevant professional experience
Regions/countries where they've worked
Types of development projects (sectors, size, complexity)
Their specific roles and responsibilities
Major donors or partners they've worked with

Possible Follow-up Questions

Which projects do you consider most successful and why?
Tell me about a time when you had to adapt to unexpected challenges in the field.
How have you ensured local ownership and sustainability in your projects?
What experience do you have with [specific development sector relevant to company]?

Describe your approach to project management in international development contexts. How do you ensure projects stay on track despite common challenges?

Areas to Cover

Project planning and design methodologies
Monitoring and evaluation approaches
Risk management strategies
Adaptability when facing constraints
Experience with donor compliance requirements

Possible Follow-up Questions

How do you prioritize when facing competing demands and limited resources?
What tools or frameworks do you use for monitoring project progress?
How do you manage relationships with implementing partners?
Tell me about a time when a project faced serious challenges and how you responded.

How do you approach building relationships with diverse stakeholders such as government officials, community leaders, and donor representatives?

Areas to Cover

Communication strategies for different audiences
Experience navigating political sensitivities
Methods for building trust across cultural boundaries
Approach to managing conflicting stakeholder interests
Experience with participatory approaches

Possible Follow-up Questions

Can you give an example of how you've successfully navigated a difficult stakeholder situation?
How do you ensure local voices are incorporated into project design and implementation?
Tell me about a time when you had to negotiate between conflicting stakeholder priorities.
How do you maintain stakeholder relationships over time and distance?

What specific technical expertise do you bring to international development work, and how have you applied it in previous roles?

Areas to Cover

Specific technical specializations (e.g., economic development, health, education)
How they've applied technical knowledge in practical contexts
Relevant methodologies or frameworks they use
How they stay current on developments in their field

Possible Follow-up Questions

How do you adapt technical approaches to different cultural contexts?
Can you give an example of a technical innovation you brought to a project?
How do you balance technical rigor with practical implementation constraints?
What recent developments in your technical area do you find most promising?

Describe your experience working in challenging environments. How do you adapt to different cultural contexts and resource constraints?

Areas to Cover

Experience in resource-limited settings
Cultural adaptation strategies
Personal coping mechanisms for challenging conditions
Security awareness and risk management
Flexibility and problem-solving approaches

Possible Follow-up Questions

What was the most challenging environment you've worked in, and how did you adapt?
How do you maintain effectiveness when basic infrastructure is limited?
Tell me about a time when you had to completely rethink an approach due to local constraints.
How do you prepare for assignments in new cultural contexts?

What are your salary expectations for this role, and what is your availability for international travel?

Areas to Cover

Alignment of salary expectations with role's compensation range
Willingness and ability to travel internationally
Any travel restrictions or considerations
Preferred work arrangements (if flexible options are available)

Possible Follow-up Questions

How much international travel would you consider optimal for this type of role?
Do you have any concerns about traveling to [specific regions]?
What support do you find most helpful when traveling to challenging environments?
What notice do you typically need for international assignments?

Interview Scorecard

Project Management Capability

0: Not Enough Information Gathered to Evaluate
1: Limited experience managing development projects; lacks structured approach
2: Some project management experience but may lack depth or complexity
3: Solid experience managing complex projects with demonstrated ability to overcome challenges
4: Exceptional project management experience with proven methodologies and outstanding results

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience with diverse stakeholders; communication approach seems inflexible
2: Some experience with stakeholder management but may lack sophistication in approach
3: Strong experience navigating complex stakeholder environments with good relationship-building skills
4: Exceptional stakeholder management abilities with demonstrated success in challenging contexts

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited technical knowledge in relevant development sectors
2: Basic technical knowledge but may lack depth or practical application experience
3: Strong technical expertise in relevant areas with good application to field contexts
4: Exceptional technical knowledge with innovative applications and continuous learning

Cultural Adaptability

0: Not Enough Information Gathered to Evaluate
1: Limited experience in diverse cultural contexts; potential concerns about adaptability
2: Some cross-cultural experience but may lack depth or reflection
3: Strong cross-cultural experience with good adaptability and sensitivity
4: Exceptional cross-cultural adaptability with sophisticated approaches to diverse environments

Outcome: Successfully manage the full lifecycle of major development projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to successfully manage multiple complex projects
2: Likely to manage projects but may struggle with full lifecycle or multiple concurrent projects
3: Likely to successfully manage 2-3 major projects annually with good results
4: Likely to excel at managing multiple complex projects with outstanding results

Outcome: Develop high-quality project proposals that secure funding

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop successful funding proposals
2: Likely to develop adequate proposals but may achieve limited success
3: Likely to develop strong proposals with good funding success rate
4: Likely to excel at developing compelling proposals with high success rates

Outcome: Build and maintain productive stakeholder relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective stakeholder relationships
2: Likely to maintain adequate relationships but may struggle with complex situations
3: Likely to build strong, productive relationships with diverse stakeholders
4: Likely to excel at building exceptional stakeholder relationships that create new opportunities

Outcome: Produce evidence-based analyses and recommendations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to produce rigorous, evidence-based analyses
2: Likely to produce adequate analyses but may lack depth or insight
3: Likely to produce strong analyses with actionable recommendations
4: Likely to excel at producing exceptional analyses that significantly impact decision-making

Outcome: Contribute to organizational knowledge and capacity building

0: Not Enough Information Gathered to Evaluate
1: Unlikely to contribute meaningfully to organizational knowledge
2: Likely to make some contributions but may be limited in scope
3: Likely to make valuable contributions to knowledge sharing and capacity building
4: Likely to excel at knowledge transfer with significant organizational impact

Interview Recommendation

1: Strong No Hire - Significant gaps in experience or skills
2: No Hire - Does not meet key requirements for the position
3: Hire - Meets requirements and likely to succeed in the role
4: Strong Hire - Exceeds requirements and demonstrates exceptional potential

Technical Assessment

Directions for the Interviewer

This assessment is designed to evaluate the candidate's practical abilities in analyzing development challenges, designing appropriate interventions, and presenting recommendations. Through a case study analysis, you'll assess their technical expertise, analytical thinking, and ability to develop practical solutions. This exercise will reveal how they approach complex problems, their level of expertise in development methodologies, and their ability to communicate technical concepts clearly.

Best practices for conducting this assessment:

Send the case study materials to the candidate 24-48 hours before the interview
Clearly explain the evaluation criteria so they understand what you're looking for
During the discussion, ask probing questions about their methodology and reasoning
Listen for evidence-based recommendations rather than general statements
Pay attention to how they handle resource constraints and contextual challenges
Note their ability to prioritize interventions based on impact and feasibility
Evaluate both written materials and verbal presentation skills
Allow time for the candidate to explain their thought process
Save 10 minutes at the end for candidate questions

Directions to Share with Candidate

"For this assessment, we would like to evaluate your analytical and problem-solving abilities through a case study. We will provide you with a brief description of a development challenge in [relevant region/sector], along with supporting data and context information. Please review these materials and prepare:

A brief analysis (2-3 pages) of the key issues, underlying causes, and potential intervention approaches
A high-level project concept including objectives, key activities, potential partners, and anticipated outcomes
A discussion of risks and mitigation strategies

During our meeting, you'll have 15-20 minutes to present your analysis and recommendations, followed by a discussion. We're interested in your thought process as much as your conclusions, so please be prepared to explain your reasoning. This exercise is designed to be completed in 2-3 hours of preparation time."

Case Study Framework

Project Scenario: [Community-Based Climate Resilience Initiative]

Present the candidate with a scenario involving a rural community facing climate change impacts (e.g., unpredictable rainfall, increased drought periods, soil degradation). Include:

Basic community profile (population, economic activities, infrastructure)
Key climate challenges and their impacts
Relevant socioeconomic data (income levels, education, health indicators)
Previous interventions (if any) and their results
Available resources and constraints (budget, timeframe, local capacity)
Cultural or political factors that might influence implementation

Ask the candidate to:

Analyze the major challenges and their root causes
Identify key stakeholders and their potential roles
Propose evidence-based interventions with clear objectives
Outline implementation approach and timeline
Suggest monitoring and evaluation framework
Discuss sustainability considerations
Identify risks and mitigation strategies

Interview Scorecard

Analytical Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Superficial analysis that misses key issues or causal relationships
2: Basic analysis identifying main issues but lacking systematic approach or depth
3: Strong analysis with clear identification of root causes and systemic connections
4: Exceptional analysis demonstrating sophisticated understanding of complex factors and interrelationships

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of technical knowledge in relevant development areas
2: Basic technical knowledge but application lacks sophistication or contextual adaptation
3: Strong technical expertise with appropriate application to the specific context
4: Exceptional technical mastery with innovative approaches grounded in best practices

Intervention Design

0: Not Enough Information Gathered to Evaluate
1: Proposed interventions are generic, misaligned with needs, or impractical
2: Reasonable interventions but lacking coherence or evidence basis
3: Well-designed interventions with clear rationale and alignment to context
4: Exceptional intervention design showing innovation, systemic thinking, and strong evidence basis

Stakeholder Engagement Approach

0: Not Enough Information Gathered to Evaluate
1: Limited consideration of stakeholders or their roles
2: Basic stakeholder analysis but lacking nuance in engagement strategies
3: Comprehensive stakeholder approach with thoughtful engagement strategies
4: Sophisticated stakeholder analysis with innovative participatory approaches

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Vague or unrealistic implementation approach
2: Basic implementation plan but lacking detail or practicality
3: Well-structured implementation plan with realistic timelines and resource allocation
4: Exceptional implementation planning showing sophisticated sequencing and resource optimization

Risk Management

0: Not Enough Information Gathered to Evaluate
1: Few risks identified; minimal mitigation strategies
2: Basic risk identification but limited or generic mitigation approaches
3: Comprehensive risk assessment with practical mitigation strategies
4: Sophisticated risk analysis with proactive, creative mitigation approaches

Communication Clarity

0: Not Enough Information Gathered to Evaluate
1: Unclear presentation with poor organization or technical explanation
2: Basic presentation but lacks conciseness or persuasiveness
3: Clear, well-organized presentation with good technical explanation
4: Exceptional communication with compelling narrative and accessible technical content

Outcome: Successfully manage the full lifecycle of major development projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to successfully manage complex projects based on demonstrated approach
2: May manage basic projects but likely to struggle with complexity or constraints
3: Likely to successfully manage projects with good planning and implementation
4: Likely to excel at managing complex projects with sophisticated approaches

Outcome: Develop high-quality project proposals that secure funding

0: Not Enough Information Gathered to Evaluate
1: Unlikely to develop compelling proposals based on demonstrated approach
2: May develop adequate proposals but unlikely to achieve high success rates
3: Likely to develop strong proposals with clear objectives and implementation plans
4: Likely to develop exceptional proposals with innovative approaches and clear value proposition

Outcome: Produce evidence-based analyses and recommendations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to produce rigorous analyses based on demonstrated approach
2: May produce basic analyses but lacking depth or actionable recommendations
3: Likely to produce strong analyses with evidence-based recommendations
4: Likely to excel at producing sophisticated analyses with high-impact recommendations

Interview Recommendation

1: Strong No Hire - Significant gaps in analytical abilities or technical expertise
2: No Hire - Does not demonstrate sufficient problem-solving skills or practical knowledge
3: Hire - Demonstrates solid analytical abilities and practical development expertise
4: Strong Hire - Demonstrates exceptional analytical thinking and sophisticated technical knowledge

Experience and Competency Interview

Directions for the Interviewer

This interview focuses on deeply exploring the candidate's professional experience and assessing their core competencies in project management, analytical problem-solving, and technical expertise. These questions are designed to uncover specific examples from their past work that demonstrate their capabilities in managing complex development projects, analyzing challenging problems, and applying technical knowledge effectively.

Best practices for this interview:

Review the candidate's resume and previous interview notes before the meeting
Use the STAR method (Situation, Task, Action, Result) to guide follow-up questions
Probe for specific details rather than accepting general answers
Listen for evidence of personal contribution within team settings
Pay attention to how they measure success and impact
Note examples of learning and growth from challenges
Ask about both successes and failures to gauge self-awareness
Allow the candidate to fully explain situations before moving to follow-ups
Reserve 10 minutes at the end for candidate questions

Directions to Share with Candidate

"In this interview, we'd like to learn more about your professional experience and how you've applied your skills in real-world development contexts. I'll ask you questions about specific projects you've managed, problems you've solved, and technical expertise you've applied. Please provide concrete examples from your experience, explaining the situation, your specific role and actions, and the outcomes. There are no right or wrong answers – we're interested in understanding how you approach your work and the impact you've created."

Interview Questions

Tell me about the most complex international development project you've managed. What made it complex, what approach did you take, and what were the outcomes? (Project Management Excellence)

Areas to Cover

Nature of the project and its key objectives
Specific factors that made it complex (multiple stakeholders, challenging environment, etc.)
Their project management methodology and planning approach
How they monitored progress and managed adaptations
Key challenges encountered and how they addressed them
Final outcomes and how success was measured
Lessons learned from the experience

Possible Follow-up Questions

How did you prioritize activities when facing resource constraints?
What tools or systems did you use to track progress?
How did you ensure accountability among team members or partners?
What would you do differently if you were managing a similar project today?

Describe a situation where you had to analyze a complex development problem. What data and information did you use, and how did you develop your recommendations? (Analytical Problem-Solving)

Areas to Cover

The specific problem context and why it was challenging
Their analytical framework or approach
Types of data they gathered and from what sources
How they synthesized different information streams
The process for developing recommendations
How they communicated findings to stakeholders
Implementation of recommendations and results

Possible Follow-up Questions

How did you validate your assumptions during the analysis?
What analytical tools or methodologies did you apply?
How did you handle data limitations or quality issues?
How did you prioritize among potential recommendations?

Tell me about a time when you applied your technical expertise to solve a specific development challenge. What was your approach and what impact did it create? (Technical Expertise)

Areas to Cover

The specific technical area and related development challenge
How they assessed the situation and applied their expertise
Adaptations made to fit the specific context
Collaboration with other technical experts or stakeholders
Implementation challenges and how they were addressed
Results achieved and how they were measured
Long-term sustainability of the solution

Possible Follow-up Questions

How did you adapt technical best practices to the local context?
What resistance did you encounter and how did you address it?
How did you ensure knowledge transfer to local partners?
How do you stay current on developments in this technical area?

Describe a situation where you had to change course midway through a project due to unexpected circumstances. How did you adapt your approach? (Adaptability and Resilience)

Areas to Cover

The project context and original plan
Nature of the unexpected circumstances or challenges
Their decision-making process for changing course
How they communicated changes to stakeholders
Specific adaptations implemented
Management of team morale during the transition
Ultimate outcomes despite the challenges
Lessons learned about adaptability

Possible Follow-up Questions

How did you maintain focus on key objectives while adapting the approach?
How did you manage stakeholder expectations during the change?
What systems or processes helped you remain flexible?
How did this experience influence your planning for future projects?

Tell me about a time when you had to navigate complex stakeholder dynamics to achieve project goals. How did you build consensus and manage different interests? (Stakeholder Management)

Areas to Cover

The project context and key stakeholders involved
Nature of the competing interests or conflicts
Their approach to understanding different stakeholder perspectives
Specific communication and negotiation strategies used
How they built trust and credibility with different groups
Methods for finding common ground or compromise
Results of their stakeholder management efforts
Lessons learned about effective stakeholder engagement

Possible Follow-up Questions

How did you identify and engage informal leaders or influencers?
What techniques did you use to de-escalate tensions when they arose?
How did you ensure marginalized voices were included in discussions?
How did you maintain relationships over time, especially across distance?

Describe your experience working in challenging or resource-constrained environments. How did you maintain effectiveness despite limitations? (Adaptability and Resilience)

Areas to Cover

Specific challenging environments where they've worked
Nature of the constraints (security, infrastructure, resources)
Their personal adaptation strategies
How they adjusted work plans and expectations
Creative solutions to overcome limitations
Support systems they established or utilized
Impact achieved despite constraints
Personal resilience strategies and self-care

Possible Follow-up Questions

How did you prioritize when everything seemed urgent but resources were limited?
What creative workarounds did you develop for common infrastructure challenges?
How did you maintain team morale in difficult circumstances?
What personal practices helped you remain effective despite challenges?

Interview Scorecard

Project Management Excellence

0: Not Enough Information Gathered to Evaluate
1: Limited project management experience or ineffective approaches
2: Basic project management skills but lacking sophistication in complex situations
3: Strong project management abilities with good planning, execution, and monitoring
4: Exceptional project management expertise with sophisticated approaches and consistent results

Analytical Problem-Solving

0: Not Enough Information Gathered to Evaluate
1: Superficial analysis of problems with limited structured approach
2: Basic analytical skills but may lack rigor or depth
3: Strong analytical abilities with systematic approaches and evidence-based recommendations
4: Exceptional analytical thinking with sophisticated methodology and innovative solutions

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: Limited technical knowledge or ineffective application
2: Basic technical knowledge but application lacks nuance or adaptability
3: Strong technical expertise with effective application to diverse contexts
4: Exceptional technical mastery with innovative applications and continuous learning

Adaptability and Resilience

0: Not Enough Information Gathered to Evaluate
1: Limited adaptability when facing challenges or changes
2: Basic ability to adjust but may struggle with significant disruptions
3: Strong adaptability with effective responses to changing circumstances
4: Exceptional resilience and adaptability with creative solutions to major challenges

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Limited ability to navigate complex stakeholder relationships
2: Basic stakeholder management skills but may struggle with conflicts
3: Strong stakeholder engagement abilities with good consensus-building skills
4: Exceptional stakeholder management with sophisticated strategies for complex situations

Outcome: Successfully manage the full lifecycle of major development projects

0: Not Enough Information Gathered to Evaluate
1: Unlikely to successfully manage complex projects independently
2: Likely to manage basic projects but may struggle with complexity
3: Likely to successfully manage multiple complex projects with good results
4: Likely to excel at managing the most challenging projects with outstanding results

Outcome: Build and maintain productive stakeholder relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective relationships in complex stakeholder environments
2: Likely to maintain basic stakeholder relationships but may struggle with conflicts
3: Likely to build strong relationships with diverse stakeholders
4: Likely to excel at building transformative stakeholder partnerships

Outcome: Produce evidence-based analyses and recommendations

0: Not Enough Information Gathered to Evaluate
1: Unlikely to consistently produce rigorous analyses
2: Likely to produce adequate analyses but may lack depth
3: Likely to produce strong analyses with actionable recommendations
4: Likely to produce exceptional analyses that significantly impact strategic decisions

Interview Recommendation

1: Strong No Hire - Significant gaps in core competencies
2: No Hire - Does not demonstrate sufficient proficiency in key areas
3: Hire - Demonstrates strong capabilities across core competencies
4: Strong Hire - Demonstrates exceptional proficiency in multiple competencies

Stakeholder Management Interview

Directions for the Interviewer

This interview focuses specifically on assessing the candidate's ability to navigate complex stakeholder relationships, communicate effectively across cultural boundaries, and build consensus among diverse groups. These skills are critical for success in international development contexts where projects often involve multiple stakeholders with different priorities, cultural backgrounds, and power dynamics.

Best practices for this interview:

Review previous interview notes to avoid redundant questions
Listen for concrete examples rather than theoretical approaches
Pay attention to cultural sensitivity and awareness of power dynamics
Note their communication style and how they might adapt it for different audiences
Look for evidence of emotional intelligence in managing difficult relationships
Consider how they balance different stakeholder interests while maintaining project integrity
Assess their ability to navigate political sensitivities without compromising values
Probe for specific strategies used in different cultural contexts
Save 10 minutes at the end for candidate questions

Directions to Share with Candidate

"In this interview, we'll focus on your experience working with diverse stakeholders in international development contexts. I'm interested in understanding how you navigate complex stakeholder relationships, build consensus, and communicate effectively across cultural boundaries. Please provide specific examples from your experience, explaining the stakeholder context, your approach, and the outcomes. We're particularly interested in how you've handled challenging stakeholder situations and what you've learned from these experiences."

Interview Questions

Tell me about a time when you had to build relationships with government officials or policymakers as part of a development project. What was your approach and what outcomes did you achieve? (Stakeholder Management)

Areas to Cover

The project context and specific government entities involved
Initial relationship-building strategies
How they navigated bureaucracy or formal protocols
Communication approaches tailored to government stakeholders
How they managed political sensitivities
Building trust and credibility with officials
Concrete results achieved through government relationships
Challenges encountered and how they were addressed

Possible Follow-up Questions

How did you identify the right officials to engage with?
How did you navigate political transitions or changes in leadership?
What strategies did you use when facing resistance or delays?
How did you balance government priorities with other project objectives?

Describe a situation where you had to work with local communities or beneficiaries to ensure their needs were properly addressed in a development initiative. (Stakeholder Management)

Areas to Cover

The community context and project background
Their approach to community engagement and participation
How they ensured inclusion of marginalized groups
Methods used to gather community input and feedback
How they managed community expectations
Specific ways community input influenced project design or implementation
Challenges in the community engagement process
Outcomes for both the community and the project

Possible Follow-up Questions

How did you build trust with community members initially?
What techniques did you use to ensure all voices were heard, not just community leaders?
How did you handle situations where community priorities diverged from donor expectations?
What mechanisms did you establish for ongoing community feedback?

Tell me about a time when you had to navigate conflicting priorities among different stakeholders (e.g., donors, partners, government, communities). How did you approach the situation? (Stakeholder Management)

Areas to Cover

The stakeholders involved and their different priorities
Nature of the conflicts or competing interests
Their process for understanding different perspectives
Communication strategies used with each stakeholder group
How they identified potential areas of compromise
The process for facilitating dialogue or negotiation
The resolution reached and how it was implemented
Lessons learned about managing stakeholder conflicts

Possible Follow-up Questions

How did you maintain neutrality while facilitating discussions?
What techniques did you use to help stakeholders see other perspectives?
How did you handle power imbalances among stakeholders?
What would you do differently if faced with a similar situation today?

Describe a challenging cross-cultural communication situation you've encountered in your development work. How did you handle it? (Adaptability and Resilience)

Areas to Cover

The specific cultural context and nature of the communication challenge
Their initial approach and how they recognized cultural factors
Adaptations they made to their communication style or methods
How they sought to understand cultural nuances
Specific cultural bridges they built or misunderstandings they resolved
Resources or support they utilized (e.g., cultural informants, translators)
The outcome of their adapted approach
Personal learning about cross-cultural communication

Possible Follow-up Questions

How do you prepare yourself before working in a new cultural context?
What techniques have you found most effective for overcoming language barriers?
Can you describe a cultural mistake you made and what you learned from it?
How do you balance respecting cultural norms with advancing project objectives?

Tell me about your experience communicating complex technical or programmatic information to different audiences (e.g., donors, communities, technical experts). How do you adapt your communication? (Stakeholder Management)

Areas to Cover

Different stakeholder audiences they've communicated with
Their process for understanding audience needs and knowledge levels
Specific adaptations in content, format, and delivery for different groups
Use of visual aids, storytelling, or other communication techniques
How they check for understanding and gather feedback
Challenges in translating technical concepts for non-technical audiences
Examples of particularly successful communication approaches
How they measure communication effectiveness

Possible Follow-up Questions

How do you prepare differently when communicating to technical vs. non-technical audiences?
What approaches have you found effective when communicating through translators?
How do you handle situations where you need to communicate unwelcome news?
What techniques do you use to make data meaningful to different stakeholders?

Give an example of how you've built trust with skeptical or resistant stakeholders. What approaches did you use and what was the outcome? (Stakeholder Management)

Areas to Cover

The context and reasons for stakeholder skepticism or resistance
Initial efforts to understand concerns and perspectives
Specific trust-building strategies employed
How they demonstrated credibility, integrity, and competence
Patience and persistence in the face of continued resistance
Small wins or trust-building milestones achieved
The eventual outcome and change in relationship quality
Lessons learned about building trust in difficult circumstances

Possible Follow-up Questions

How did you remain patient during prolonged periods of stakeholder resistance?
What did you learn about the underlying reasons for their initial skepticism?
How did you demonstrate respect while still advancing project objectives?
What indicators helped you recognize when trust was beginning to build?

Interview Scorecard

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Limited ability to navigate complex stakeholder relationships effectively
2: Basic stakeholder engagement skills but struggles with conflicts or resistance
3: Strong stakeholder management abilities with good relationship-building skills
4: Exceptional stakeholder engagement with sophisticated strategies for complex dynamics

Cross-Cultural Communication

0: Not Enough Information Gathered to Evaluate
1: Limited cultural sensitivity or adaptation in communication approaches
2: Basic cultural awareness but may miss nuances or struggle with significant differences
3: Strong cross-cultural communication with thoughtful adaptations to different contexts
4: Exceptional cross-cultural communication with sophisticated understanding of cultural nuances

Conflict Resolution

0: Not Enough Information Gathered to Evaluate
1: Limited ability to resolve conflicts among stakeholders
2: Basic conflict resolution skills but may struggle with complex or entrenched conflicts
3: Strong conflict resolution abilities with effective approaches to finding common ground
4: Exceptional conflict management with innovative approaches to seemingly intractable situations

Communication Adaptability

0: Not Enough Information Gathered to Evaluate
1: Limited ability to adapt communication to different audiences
2: Makes basic adaptations but may struggle with technical-to-non-technical translation
3: Effectively adapts communication style and content for diverse stakeholders
4: Demonstrates exceptional skill in tailoring complex information for maximum effectiveness

Trust Building

0: Not Enough Information Gathered to Evaluate
1: Limited evidence of successful trust-building with difficult stakeholders
2: Can build trust in favorable conditions but struggles with significant resistance
3: Demonstrates effective trust-building strategies even in challenging relationships
4: Exceptional ability to transform resistant relationships into productive partnerships

Outcome: Build and maintain productive stakeholder relationships

0: Not Enough Information Gathered to Evaluate
1: Unlikely to build effective relationships in complex stakeholder environments
2: Likely to maintain adequate relationships but may struggle with conflicts
3: Likely to build strong, productive relationships with diverse stakeholders
4: Likely to excel at building transformative partnerships even in difficult contexts

Outcome: Successfully manage the full lifecycle of major development projects

0: Not Enough Information Gathered to Evaluate
1: Stakeholder challenges likely to impede successful project management
2: May manage basic projects but stakeholder issues could compromise complex initiatives
3: Strong stakeholder skills likely to contribute to successful project outcomes
4: Exceptional stakeholder management likely to enhance project success significantly

Outcome: Contribute to organizational knowledge and capacity building

0: Not Enough Information Gathered to Evaluate
1: Unlikely to effectively transfer knowledge across stakeholder boundaries
2: May share knowledge but limited effectiveness in capacity building
3: Likely to contribute significantly to knowledge sharing and capacity development
4: Exceptional ability to build capacity across diverse stakeholder groups

Interview Recommendation

1: Strong No Hire - Significant gaps in stakeholder management abilities
2: No Hire - Does not demonstrate sufficient skill in navigating stakeholder dynamics
3: Hire - Demonstrates strong capabilities in stakeholder management
4: Strong Hire - Demonstrates exceptional stakeholder engagement abilities

Leadership Interview

Directions for the Interviewer

This final interview is designed to assess the candidate's alignment with the organization's mission and values, their leadership approach, and their strategic thinking. As a senior leader, your role is to evaluate whether this candidate will thrive in our organizational culture and contribute to our long-term vision. The questions explore their professional motivations, ethical compass, approach to leadership challenges, and strategic perspective on international development.

Best practices for this interview:

Review all previous interview feedback before meeting the candidate
Create a conversational atmosphere to understand their authentic motivations
Listen for alignment between their values and the organization's mission
Assess their self-awareness and reflectiveness about their career journey
Note how they think about development impact and sustainability
Consider whether their leadership style would complement the existing team
Pay attention to how they frame challenges and opportunities in the sector
Be prepared to answer their questions about organizational strategy and culture
Reserve 15 minutes for candidate questions and discussion

Directions to Share with Candidate

"Thank you for your engagement in our process so far. In this final conversation, I'd like to explore your career journey, your perspectives on leadership in international development, and your thoughts on our organization's mission. This is also an opportunity for you to learn more about our organizational culture and strategic direction. Please feel free to ask questions throughout our discussion."

Interview Questions

What motivates you to work in international development, and how has that motivation evolved throughout your career? (Technical Expertise)

Areas to Cover

Initial motivation for entering the development field
Key professional experiences that shaped their perspective
How their motivation has evolved or deepened over time
Values that drive their work in development
Long-term professional aspirations
Alignment between personal values and organizational mission
Specific development issues they feel most passionate about

Possible Follow-up Questions

What has been your most rewarding professional experience and why?
How do you maintain motivation during challenging projects or setbacks?
What aspect of our organization's mission particularly resonates with you?
How do you see your career evolving in the next 5-10 years?

Tell me about a situation where you had to navigate an ethical dilemma in your development work. How did you approach it? (Stakeholder Management)

Areas to Cover

The specific ethical challenge they faced
Competing values or principles at stake
Their decision-making process and considerations
How they consulted with others or sought guidance
The action they ultimately took and their rationale
How they communicated their decision to stakeholders
Impact of the decision and lessons learned
Their general approach to ethical challenges in development

Possible Follow-up Questions

What ethical frameworks or principles guide your decision-making?
How do you balance pragmatism with idealism in challenging contexts?
What have you learned about yourself through navigating ethical dilemmas?
How do you ensure ethical considerations remain central amid project pressures?

How do you approach developing local capacity and ensuring sustainability in your development work? (Technical Expertise)

Areas to Cover

Their philosophy on capacity development and sustainability
Specific approaches they've used to build local capacity
How they assess existing capabilities and needs
Methods for knowledge transfer and skill development
How they measure improvements in capacity
Strategies for ensuring project continuity beyond external support
Challenges they've faced with sustainability and how they addressed them
Lessons learned about effective capacity building

Possible Follow-up Questions

How do you balance short-term project deliverables with long-term capacity building?
What approaches have you found most effective for knowledge transfer across cultural contexts?
How do you address power dynamics in capacity building relationships?
How do you measure success in terms of sustainability?

What do you see as the most significant challenges and opportunities in international development today? (Analytical Problem-Solving)

Areas to Cover

Their analysis of current sector challenges and opportunities
Perspectives on changing donor landscapes or funding approaches
Views on technological innovations and their potential impact
Thoughts on climate change, conflict, or other global challenges
Perspectives on localization and shifting power dynamics
Ideas for improving development effectiveness
Their vision for the future of development work
How they stay informed about trends and emerging issues

Possible Follow-up Questions

How might these trends affect our organization's work specifically?
What innovations or approaches do you find most promising?
How should development organizations adapt to these changing dynamics?
What skills do you think development professionals need to cultivate for the future?

Describe your approach to leading or mentoring others in a development context. (Project Management Excellence)

Areas to Cover

Their leadership philosophy and style
Specific examples of how they've developed team members
Approaches to building diverse and inclusive teams
How they provide feedback and coaching
Methods for motivating teams in challenging environments
Experience with cross-cultural leadership
How they foster innovation and initiative
Lessons learned about effective leadership in development

Possible Follow-up Questions

How do you adapt your leadership approach to different cultural contexts?
How do you help team members navigate the challenges of development work?
What have you learned from a leadership mistake or challenge?
How do you balance providing direction with empowering local ownership?

Based on what you know about our organization, what unique contributions do you believe you could make to our work? (Adaptability and Resilience)

Areas to Cover

Their understanding of the organization's work and approach
Specific skills, experiences, or perspectives they would bring
How their expertise complements existing organizational capabilities
Their vision for potential impact in the role
Ideas they might have for innovation or improvement
How they would approach the transition into the organization
Areas where they would need support or development
Long-term value they hope to create

Possible Follow-up Questions

What aspects of our work are you most excited about contributing to?
What would you hope to learn or develop further by joining our team?
How would you approach building relationships within the organization?
What questions do you have about how your role would fit into our broader work?

Interview Scorecard

Mission Alignment

0: Not Enough Information Gathered to Evaluate
1: Limited alignment with organizational mission and values
2: Basic alignment but may lack deep commitment or understanding
3: Strong alignment with clear passion for organization's mission
4: Exceptional alignment with sophisticated understanding of mission and potential contributions

Ethical Judgment

0: Not Enough Information Gathered to Evaluate
1: Concerning approach to ethical challenges or limited ethical awareness
2: Basic ethical framework but may overlook complexities
3: Strong ethical reasoning with thoughtful approaches to dilemmas
4: Exceptional ethical clarity with sophisticated navigation of complex situations

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Limited perspective on sector trends or strategic implications
2: Basic awareness of trends but analysis lacks depth
3: Strong strategic thinking with insightful analysis of challenges and opportunities
4: Exceptional strategic vision with innovative perspectives on the future of development

Leadership Capacity

0: Not Enough Information Gathered to Evaluate
1: Limited leadership experience or problematic approach
2: Basic leadership capabilities but may lack sophistication in complex contexts
3: Strong leadership approach with good mentoring and team development skills
4: Exceptional leadership abilities with demonstrated success developing others

Organizational Fit

0: Not Enough Information Gathered to Evaluate
1: Significant concerns about cultural fit or working style
2: May fit in some aspects but potential challenges in others
3: Strong likelihood of thriving within organizational culture
4: Exceptional fit with potential to enhance organizational culture

Outcome: Build and maintain productive stakeholder relationships

0: Not Enough Information Gathered to Evaluate
1: Leadership approach unlikely to foster strong stakeholder relationships
2: May maintain adequate relationships but leadership style could limit effectiveness
3: Leadership approach likely to build strong stakeholder relationships
4: Exceptional relationship-building potential through leadership approach

Outcome: Contribute to organizational knowledge and capacity building

0: Not Enough Information Gathered to Evaluate
1: Limited potential for knowledge contribution or capacity building
2: Some potential for contribution but may be narrow in scope
3: Strong potential to contribute to organizational knowledge and capacity
4: Exceptional potential to significantly enhance organizational knowledge and capabilities

Outcome: Produce evidence-based analyses and recommendations

0: Not Enough Information Gathered to Evaluate
1: Strategic thinking suggests limited analytical capacity
2: May produce adequate analyses but strategic perspective could be limited
3: Strategic thinking indicates strong analytical potential
4: Exceptional strategic perspective suggests outstanding analytical capabilities

Interview Recommendation

1: Strong No Hire - Significant concerns about mission alignment or organizational fit
2: No Hire - Does not demonstrate sufficient alignment or leadership potential
3: Hire - Demonstrates strong alignment and leadership capabilities
4: Strong Hire - Demonstrates exceptional alignment and transformative potential

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.

How well does the candidate's technical expertise align with our specific development sectors and geographic focus?

Guidance: Discuss whether the candidate's technical knowledge and regional experience match the organization's current and future project portfolio. Consider both depth of expertise and transferability of skills.

Based on the candidate's demonstrated abilities, how effectively would they represent our organization to key stakeholders like donors, government officials, and communities?

Guidance: Evaluate the candidate's communication skills, cultural sensitivity, and ability to build relationships in contexts relevant to our work.

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 are a critical final step in our hiring process for International Development Consultants. They provide valuable third-party perspectives on the candidate's performance in real-world development contexts, their technical expertise, and their ability to navigate complex stakeholder environments.

For this role, aim to conduct at least three reference checks, ideally including:

A direct supervisor from a recent development project
A colleague or team member who has worked closely with the candidate
A stakeholder from a different organization (e.g., donor representative, government official, or partner NGO)

When scheduling reference calls, provide clear expectations about the time required (approximately 30 minutes) and the purpose of the conversation. Be flexible with scheduling, especially for international references in different time zones.

Take detailed notes during each conversation and listen for patterns across multiple references. Pay special attention to how the reference describes the candidate's adaptability, stakeholder management, and effectiveness in challenging environments.

Questions for Reference Checks

Please describe your professional relationship with [Candidate Name]. How long did you work together, and in what capacity?

Areas to Cover

Nature and duration of professional relationship
Reporting structure (if applicable)
Types of projects they collaborated on
Recency of the working relationship
Depth of interaction (daily collaboration vs. occasional)

Guidance for the InterviewerUnderstanding the reference's relationship with the candidate helps contextualize their feedback. A direct supervisor who worked closely with the candidate for years will have different insights than a collaborator from a short-term project.

How would you describe [Candidate Name]'s key strengths as an international development professional?

Areas to Cover

Technical expertise and knowledge
Project management capabilities
Communication and interpersonal skills
Cross-cultural effectiveness
Problem-solving approach
Areas where they stand out from peers

Guidance for the InterviewerListen for alignment between the strengths mentioned by references and those needed for this role. Note whether references independently mention the same strengths, which suggests consistent performance.

Can you describe a challenging project or situation where [Candidate Name] made a significant contribution? What was their specific role, and what was the outcome?

Areas to Cover

Nature of the challenge and context
Candidate's specific actions and contributions
How they worked with others during the challenge
Problem-solving approach
Results achieved
Learning demonstrated through the experience

Guidance for the InterviewerThis question reveals how the candidate performs under pressure and the types of challenges they've successfully navigated. Listen for examples that demonstrate the core competencies required for this role.

How would you describe [Candidate Name]'s ability to manage relationships with diverse stakeholders (e.g., government officials, communities, donors, team members)?

Areas to Cover

Communication style with different audiences
Cultural sensitivity and adaptability
Conflict resolution approach
Effectiveness in building consensus
Ability to navigate political sensitivities
Specific examples of successful stakeholder management

Guidance for the InterviewerStakeholder management is critical for this role. Listen carefully for concrete examples rather than general statements, and note any mentions of specific cultural contexts where the candidate has been effective.

What areas for development or improvement did you observe in [Candidate Name]'s work?

Areas to Cover

Specific skills or competencies needing development
How the candidate responded to feedback
Growth observed over time
Self-awareness about development areas
Any concerning patterns or blind spots

Guidance for the InterviewerEveryone has development areas, so be wary if a reference can't identify any. Listen for whether the mentioned areas would be critical limitations in this role, and whether the candidate has shown improvement over time.

How effectively did [Candidate Name] manage projects or initiatives? Can you speak to their planning, execution, and monitoring skills?

Areas to Cover

Project management methodology and approach
Ability to plan realistically and adapt as needed
Attention to detail and follow-through
Monitoring and evaluation capabilities
Results achieved on projects they managed
How they handled unexpected challenges

Guidance for the InterviewerProject management is a core competency for this role. Listen for specific examples that demonstrate the candidate's ability to manage complex international development projects effectively.

On a scale of 1-10, how likely would you be to hire or work with [Candidate Name] again? Why?

Areas to Cover

Numerical rating
Reasoning behind the rating
Comparison to other professionals in similar roles
Specific contexts where they would be most effective
Any reservations or conditions on re-hiring

Guidance for the InterviewerThis question often reveals the reference's true assessment. Ratings of 8-10 typically indicate strong performance, while anything below 7 warrants further exploration. The explanation is often more revealing than the number itself.

Reference Check Scorecard

Project Management Capability

0: Not Enough Information Gathered to Evaluate
1: References indicate significant concerns about project management abilities
2: References suggest basic project management skills with some limitations
3: References confirm strong project management capabilities
4: References highlight exceptional project management skills that exceed expectations

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: References indicate significant concerns about stakeholder relationships
2: References suggest adequate stakeholder management with some limitations
3: References confirm strong stakeholder management abilities
4: References highlight exceptional stakeholder management that creates unique value

Technical Expertise

0: Not Enough Information Gathered to Evaluate
1: References indicate limitations in relevant technical knowledge
2: References suggest adequate technical knowledge with some gaps
3: References confirm strong technical expertise in relevant areas
4: References highlight exceptional technical mastery that advances field knowledge

Adaptability and Resilience

0: Not Enough Information Gathered to Evaluate
1: References indicate concerns about functioning in challenging contexts
2: References suggest basic adaptability with some limitations
3: References confirm strong adaptability and resilience in difficult situations
4: References highlight exceptional adaptability that enables success in the most challenging contexts

Professional Reputation

0: Not Enough Information Gathered to Evaluate
1: References indicate concerning patterns or reputation issues
2: References suggest generally positive reputation with some limitations
3: References confirm strong professional reputation and consistent performance
4: References highlight exceptional reputation as a standout development professional

Outcome: Successfully manage the full lifecycle of major development projects

0: Not Enough Information Gathered to Evaluate
1: References suggest candidate is unlikely to successfully manage complex projects
2: References suggest candidate may manage projects but with limitations
3: References confirm candidate is likely to successfully manage complex projects
4: References indicate candidate is likely to excel at managing the most challenging projects

Outcome: Build and maintain productive stakeholder relationships

0: Not Enough Information Gathered to Evaluate
1: References suggest candidate is unlikely to build effective stakeholder relationships
2: References suggest candidate maintains adequate relationships with some limitations
3: References confirm candidate is likely to build strong stakeholder relationships
4: References indicate candidate excels at building transformative stakeholder partnerships

Outcome: Produce evidence-based analyses and recommendations

0: Not Enough Information Gathered to Evaluate
1: References suggest candidate is unlikely to consistently produce rigorous analyses
2: References suggest candidate produces adequate analyses with some limitations
3: References confirm candidate is likely to produce strong evidence-based recommendations
4: References indicate candidate excels at producing exceptional analyses with significant impact

Outcome: Contribute to organizational knowledge and capacity building

0: Not Enough Information Gathered to Evaluate
1: References suggest limited contribution to knowledge sharing or capacity building
2: References suggest some contribution to knowledge with limitations
3: References confirm strong contribution to organizational knowledge and capacity
4: References indicate exceptional ability to enhance organizational capabilities

Frequently Asked Questions

How should I prepare for using this interview guide?

Thoroughly review the job description and interview guide before conducting interviews. Familiarize yourself with the key competencies and goals for the role. For the Technical Assessment, prepare the case study materials well in advance and ensure they reflect realistic challenges your organization faces. Consider having your current international development professionals review the materials to ensure relevance and appropriate difficulty.

What if a candidate doesn't have experience in our specific geographic regions?

Focus on transferable skills and cross-cultural adaptability rather than specific regional experience. Look for examples of how they've successfully adapted to new cultural contexts in the past. You can learn more about hiring for potential when specific experience may be lacking but core competencies are strong.

How should we evaluate candidates who have strong technical expertise but less project management experience?

Consider the specific balance of technical versus managerial responsibilities in your role. For more technical positions, you might weight expertise more heavily, while ensuring the candidate demonstrates potential and interest in developing project management skills. The Interview Guide should be adapted to emphasize the most critical competencies for your specific needs.

Should we prioritize candidates with experience in our specific development sectors?

While sector-specific experience is valuable, also consider candidates with experience in adjacent sectors who demonstrate strong learning agility and transferable skills. Look at how quickly they've mastered new technical areas in the past. The structured interviewing approach helps ensure you're evaluating all candidates consistently regardless of their specific background.

How can we best assess a candidate's ability to work in challenging environments?

Look for specific examples of past work in difficult contexts, asking detailed questions about the constraints they faced and solutions they developed. Pay attention to their resilience strategies and self-awareness about the challenges of field work. The interview scorecard will help you objectively evaluate this critical competency.

What if references are difficult to obtain due to international contexts or confidentiality concerns?

Be flexible with reference check formats, offering options like email responses or asynchronous video messages if live calls are difficult to schedule across time zones. Focus on obtaining at least one reference who has directly supervised the candidate's work. Our guide on making reference calls valuable provides additional strategies.

How can we ensure our hiring process is inclusive of candidates from diverse cultural backgrounds?

Review questions for cultural bias and ensure your interview panel includes diverse perspectives. Allow candidates to showcase their unique experiences and approaches rather than expecting them to fit a narrow cultural model. Be aware of different communication styles and cultural norms around self-promotion and credit-taking when evaluating responses.