The questions
This is what we ask the managers
Follow the form as the manager meets it, from start to finish. The questions are the same for everyone, so the answers can be compared.
- to answer
- 3 min.
- to answer
- answers, one click each
- 16
- answers, one click each
- accounts needed
- 0
- accounts needed
- 1
How they know each other
Shows how much the answer should count.
Your role in relation to the candidate
- Direct manager
- Senior manager
- Colleague or project lead
How long did you work together?
- Under 6 months
- 6–12 months
- 1–3 years
- Over 3 years
How closely did you work together?
- Daily
- Weekly
- Less often
Is it correct that the candidate was [role] at [company] during [period]?
- Yes, that's right
- Not quite
Why did the employment end?
- Got a new job
- Education
- Restructuring or redundancies
- Temporary role or project ended
- We chose to end the employment
- Still works here
- Prefer not to say
- 2
Five ratings from 1 to 5
Three fixed for everyone, and two about the job the manager knows the candidate from.
Fixed for everyone
Collaboration
Works constructively with colleagues and other departments
Reliability
Keeps agreements and can work independently
Communication
Communicates clearly in writing and speech
Two for the job. Examples by industry
Delivery
Meets goals and delivers on time
Expertise
Has solid professional skills for the role
Initiative
Gets started without being asked
Overview
Keeps the overview, even with many tasks
Learning ability
Picks up new things quickly
Positive attitude
Adds to a good atmosphere and approaches tasks positively
Each reference gets its own two questions. By default we create them from the job title, e.g. Senior project manager: budget responsibility and execution. The candidate can instead choose from the industry questions here.
- 3
Compared with others
The overall verdict from the manager.
Where does the candidate rank among the people you have managed in the same role?
- Top 5%
- Top 10%
- Top 25%
- Average
- Below average
Would you hire the candidate again?
- Yes
- No
- 4
Strengths and how they work
Useful for the interview and the first months.
Strengths (up to three, optional)
- Problem solving
- Initiative
- Leadership
- Customer focus
- Structure
- Creativity
- Analytical thinking
- Team player
- Adaptable
- Accountability
- Curiosity
- Quality-minded
One area the candidate could develop
- Prioritising
- Delegating
- Seeing the big picture
- Detail and quality
- Pace
- Communication
- Handling conflict
- Independence
- Professional depth
- Leading others
- Openness to change
- Saying no
How does the candidate work best?
- Independently
- In a team
- Both
How does the candidate cope when it gets busy?
- Gets sharper
- Keeps the level
- Needs support
Is the candidate ready for more responsibility?
- Yes, already now
- In a while
- Not right now
- 5
In the manager's own words (optional)
Short free text. A low score or a no to hiring again prompts a short comment, which is also optional.
What would you like to say about the candidate?
What should a new manager know to get the best out of the candidate?
We never ask about
- Health
- Sick leave
- Pregnancy
- Trade union
- Religion
- Politics
- Ethnicity
- Sexuality
- Private life
The form also asks managers not to write about these.