Interview Guide for

Employee Engagement Manager

This comprehensive Employee Engagement Manager interview guide delivers a strategic framework for evaluating candidates who will drive workplace culture, satisfaction, and productivity. Designed with both seasoned HR professionals and hiring managers in mind, this guide offers structured questions and evaluation criteria to identify candidates who can successfully implement engagement initiatives that align with organizational goals and values.

How to Use This Guide

This interview guide serves as your roadmap to finding the ideal Employee Engagement Manager who will transform your organization's culture and drive measurable results. To maximize its effectiveness:

Customize for your needs: Adapt questions and evaluation criteria to reflect your company's specific culture, industry challenges, and engagement priorities.
Share with your interview team: Distribute to all interviewers to ensure consistency in questioning and evaluation across multiple interviews.
Follow the structured process: Use the recommended interview sequence to thoroughly evaluate candidates from different angles.
Leverage follow-up questions: Dive deeper into candidate responses to understand their thought processes and experiences fully.
Score independently: Have each interviewer complete their assessment before discussing impressions to prevent bias and groupthink.

For more guidance on conducting effective interviews, check out our blog post on how to conduct a job interview. You can also explore our AI interview question generator for additional behavioral interview questions tailored to your needs.

Job Description

Employee Engagement Manager

About [Company]

[Company] is a [industry] leader dedicated to creating exceptional experiences for both our customers and employees. Our commitment to fostering a positive, inclusive workplace culture has been key to our growth and success. We're seeking a strategic Employee Engagement Manager to further develop our employee experience and help us continue building a workplace where people thrive.

The Role

The Employee Engagement Manager will be instrumental in designing, implementing, and measuring strategies that enhance employee satisfaction, productivity, and retention. This role will collaborate with leadership and HR teams to develop programs that foster a positive workplace culture aligned with our company values. The right candidate will drive initiatives that measurably improve employee experience and contribute to organizational success.

Key Responsibilities

Design, implement, and evaluate employee engagement programs and initiatives based on employee feedback and organizational goals
Analyze engagement survey data to identify trends, opportunities, and action areas
Partner with leadership to develop strategies that enhance workplace culture and employee satisfaction
Create and manage recognition programs that celebrate employee achievements and contributions
Develop internal communications that foster transparency and keep employees informed about company initiatives
Coordinate company events, team-building activities, and cultural initiatives
Collaborate with HR teams on onboarding processes to ensure new hires feel welcomed and engaged
Track and report on engagement metrics, demonstrating ROI of engagement initiatives
Serve as a champion for company values and culture throughout the organization
Stay current on industry best practices and innovative approaches to employee engagement

What We're Looking For

3-5 years of experience in employee engagement, HR, internal communications, or related fields
Proven success in designing and implementing engagement initiatives that drive measurable results
Strong analytical skills with experience interpreting survey data and translating insights into action
Excellent communication and interpersonal abilities across all organizational levels
Demonstrated project management capabilities with attention to detail
Creative problem-solver with a passion for workplace culture and employee experience
Experience with engagement survey tools and HR technologies (e.g., [Survey platforms])
Knowledge of current trends in employee engagement and organizational development
Bachelor's degree in HR, Business, Communications, Psychology, or related field
PHR/SPHR or SHRM-CP/SCP certification is a plus

Why Join [Company]

At [Company], we believe our employees are our greatest asset, and we're committed to creating an environment where everyone can do their best work. When you join our team, you'll be part of an organization that values:

A collaborative, inclusive culture where diverse perspectives are welcomed
Continuous learning and professional development opportunities
Work-life balance and employee wellbeing
Competitive compensation package ([Pay Range])
Comprehensive benefits including [benefits highlights]
[Other unique company perks/benefits]

Hiring Process

We've designed our hiring process to be thorough yet efficient, giving you a clear understanding of the role and our expectations while allowing us to get to know you better:

Initial Phone Screening: A conversation with our recruiter to discuss your background, interest in the role, and initial qualifications.
Engagement Strategy Exercise: You'll complete a short case study exercise demonstrating your approach to employee engagement challenges.
Behavioral Interview: An in-depth discussion with the hiring manager focusing on your experience implementing engagement initiatives and driving culture.
Stakeholder Panel: Meet with key stakeholders from different departments to discuss collaboration and strategic alignment.
Final Interview: A conversation with senior leadership about your vision for employee engagement at [Company].

Ideal Candidate Profile (Internal)

Role Overview

The Employee Engagement Manager plays a critical role in shaping our workplace culture and employee experience. This individual will develop strategies and programs that foster a motivated, engaged workforce aligned with our organizational values and goals. The successful candidate will blend analytical thinking with creative problem-solving to design initiatives that address employee needs while advancing business objectives. They will serve as a trusted advisor to leadership on culture-building and engagement best practices.

Essential Behavioral Competencies

Strategic Thinking: Ability to develop long-term engagement plans aligned with business goals, anticipate emerging workforce trends, and translate organizational objectives into meaningful employee experiences.

Communication Skills: Exceptional verbal and written communication abilities to effectively convey messages across all organizational levels, create compelling internal communications, and foster open dialogue between leadership and employees.

Analytical Thinking: Proficiency in collecting, analyzing, and interpreting data from various sources to identify trends, draw meaningful insights, and make data-driven decisions that improve employee engagement.

Change Management: Skill in facilitating organizational change by gaining buy-in, addressing resistance, and implementing engagement initiatives that support evolving business needs while minimizing disruption.

Relationship Building: Ability to establish trust and rapport with employees at all levels, collaborate effectively across departments, and build partnerships that advance engagement initiatives.

Desired Outcomes

Improve overall employee engagement scores by [target percentage] within the first year through strategic initiatives based on employee feedback.
Develop and implement a comprehensive recognition program that celebrates employee achievements and reinforces company values.
Create and maintain an employee engagement dashboard that provides leadership with actionable insights on workplace culture and satisfaction.
Reduce voluntary turnover by [target percentage] through the implementation of targeted retention strategies.
Establish a cross-functional employee experience committee that promotes collaboration and ensures engagement initiatives reflect diverse perspectives.

Ideal Candidate Traits

Passionate advocate for workplace culture who genuinely cares about employee wellbeing and experience
Change agent comfortable challenging the status quo with tactful persistence
Systems thinker who sees connections between engagement initiatives and business outcomes
Creative problem-solver who designs innovative solutions to complex engagement challenges
Emotionally intelligent with strong empathy and active listening skills
Self-motivated professional who takes initiative and drives projects to completion
Adaptable leader who thrives in evolving environments and adjusts strategies accordingly
Collaborative team player who builds consensus and works effectively across functions
Results-oriented practitioner who measures impact and demonstrates ROI of engagement efforts
Continuous learner who stays current on engagement trends and best practices

Screening Interview

Directions for the Interviewer

This initial screening interview aims to assess the candidate's understanding of employee engagement, relevant experience, and cultural fit with the organization. Your goal is to determine if the candidate has the foundational skills and mindset needed for this role before advancing them to more in-depth interviews.

Begin by introducing yourself and providing a brief overview of the role. Explain that you'll be asking questions about their background, understanding of employee engagement, and relevant experiences. Plan to spend approximately 30 minutes on this conversation, allowing time for the candidate to ask questions at the end.

Take detailed notes on the candidate's responses, paying attention to both what they say and how they communicate. Listen for concrete examples from their past experience rather than theoretical responses. Note their understanding of engagement metrics and their ability to connect engagement initiatives to business outcomes.

Directions to Share with Candidate

"Today's conversation will focus on understanding your background in employee engagement and your approach to creating positive workplace cultures. I'll ask about your experience designing and implementing engagement initiatives, your understanding of engagement metrics, and your perspective on what makes employees feel connected to their organization. Please share specific examples from your past experiences when possible. We'll leave time at the end for any questions you might have about the role or our company."

Interview Questions

Tell me about your experience in employee engagement and what attracts you to this role at [Company].

Areas to Cover

Professional background relating to employee engagement, HR, or related fields
Understanding of the role and its importance to organizational success
Specific aspects of the company or role that interest them
Alignment between their career goals and this position
Relevant skills and experiences that prepare them for this role

Possible Follow-up Questions

How has your understanding of employee engagement evolved throughout your career?
What research have you done about our company culture and values?
How does this role fit into your long-term career goals?
What unique perspective would you bring to our engagement initiatives?

How do you define employee engagement, and why do you believe it's important to organizational success?

Areas to Cover

Personal definition of employee engagement
Connection between engagement and business outcomes
Understanding of engagement vs. satisfaction
Perspective on measuring engagement
Examples of how engagement impacts retention, productivity, and performance

Possible Follow-up Questions

How would you explain the ROI of employee engagement to skeptical executives?
How have you seen poor engagement impact an organization?
What engagement metrics do you find most meaningful and why?
How does engagement differ across generations or job functions?

Describe a successful employee engagement initiative you've designed and implemented. What was your approach, and what results did you achieve?

Areas to Cover

Initiative planning process and needs assessment
Stakeholder involvement and buy-in
Implementation challenges and how they were overcome
Measurement approach and specific results
Lessons learned and how they would approach it differently now

Possible Follow-up Questions

How did you gather input from employees when designing this initiative?
What obstacles did you face and how did you overcome them?
How did you measure success and communicate results?
What surprised you during this process?

How do you approach analyzing engagement survey data to identify actionable insights?

Areas to Cover

Experience with survey tools and methodologies
Analytical process for reviewing data
Approach to identifying trends and patterns
Methods for prioritizing action areas
Experience presenting findings to leadership

Possible Follow-up Questions

What engagement survey platforms have you worked with?
How do you handle contradictory data points?
How do you distinguish between symptoms and root causes in survey results?
How have you translated data insights into concrete action plans?

Tell me about a time you had to influence leaders to prioritize an employee engagement initiative. How did you approach this challenge?

Areas to Cover

Strategy for gaining leadership buy-in
Communication approach and key messaging
Data or evidence presented to support the initiative
Objections faced and how they were addressed
Outcome and impact of the initiative

Possible Follow-up Questions

What resistance did you encounter and how did you handle it?
How did you frame the initiative in terms of business impact?
What compromises, if any, did you need to make?
What would you do differently if faced with a similar situation?

In your experience, what are the most common obstacles to successful employee engagement initiatives, and how do you overcome them?

Areas to Cover

Identification of typical challenges (e.g., budget constraints, leadership skepticism)
Practical approaches to addressing these obstacles
Examples from past experience
Preventative measures to avoid common pitfalls
Perspective on change management aspects

Possible Follow-up Questions

How do you maintain momentum for initiatives over time?
How do you address engagement in remote or hybrid work environments?
What approaches have you found effective when working with limited resources?
How do you ensure initiatives are inclusive and relevant to diverse employee groups?

What is your salary expectation for this role?

Areas to Cover

Candidate's salary requirements
Alignment with the role's compensation range
Flexibility in their expectations
Understanding of the total compensation package beyond base salary
Importance of other factors (benefits, growth opportunities, etc.)

Possible Follow-up Questions

How did you arrive at this range?
What aspects of a total compensation package are most important to you?
How flexible are you regarding compensation structure?
What would make this opportunity compelling beyond the salary?

Interview Scorecard

Understanding of Employee Engagement

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of engagement concepts; views engagement as simply employee happiness
2: Basic understanding of engagement principles but lacks depth in connecting to business outcomes
3: Solid grasp of engagement concepts with clear understanding of impact on organizational success
4: Sophisticated understanding of engagement with nuanced perspective on how it drives multiple business outcomes

Relevant Experience

0: Not Enough Information Gathered to Evaluate
1: Minimal experience with employee engagement initiatives or programs
2: Some experience with engagement but in limited capacity or supporting role
3: Proven experience designing and implementing successful engagement initiatives
4: Extensive experience leading engagement strategies with measurable results across multiple contexts

Analytical Capability

0: Not Enough Information Gathered to Evaluate
1: Basic data interpretation skills with limited experience analyzing engagement metrics
2: Can analyze straightforward data but struggles with extracting deeper insights
3: Strong analytical skills with demonstrated ability to translate survey data into action plans
4: Exceptional ability to analyze complex engagement data and identify root causes and trends

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity or polish; struggles to articulate ideas effectively
2: Adequately communicates ideas but lacks adaptability across different audiences
3: Strong communicator who articulates ideas clearly and adapts style appropriately
4: Exceptional communicator who conveys complex concepts with clarity and persuasiveness

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited strategic thinking or experience
2: May Partially Achieve Goal but approach lacks comprehensive strategy
3: Likely to Achieve Goal with demonstrated understanding of engagement drivers
4: Likely to Exceed Goal with innovative approaches and proven track record

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited experience with recognition programs
2: May Partially Achieve Goal but lacks understanding of effective recognition principles
3: Likely to Achieve Goal with relevant experience and thoughtful approach
4: Likely to Exceed Goal with exceptional ideas and prior success implementing recognition initiatives

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited analytical or data visualization experience
2: May Partially Achieve Goal but approach lacks depth or technical understanding
3: Likely to Achieve Goal with demonstrated data analysis and reporting skills
4: Likely to Exceed Goal with innovative metrics and proven dashboard development experience

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited understanding of retention drivers
2: May Partially Achieve Goal but approach lacks comprehensive retention strategy
3: Likely to Achieve Goal with clear understanding of engagement-retention connection
4: Likely to Exceed Goal with proven track record of improving retention through engagement

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited collaboration or leadership experience
2: May Partially Achieve Goal but lacks clear vision for committee effectiveness
3: Likely to Achieve Goal with strong relationship-building and cross-functional experience
4: Likely to Exceed Goal with exceptional committee leadership experience and inclusive approach

Recommendation to proceed with candidate

1: Strong No Hire - Does not meet minimum qualifications or poor fit for role
2: No Hire - Some positive attributes but significant concerns about capability or fit
3: Hire - Meets requirements and likely to succeed in the role
4: Strong Hire - Exceptional candidate who exceeds requirements and shows high potential

Work Sample: Engagement Strategy Exercise

Directions for the Interviewer

This work sample exercise assesses the candidate's ability to analyze engagement data, identify key issues, and develop practical, strategic solutions. It evaluates their analytical thinking, strategic planning, and communication skills in a realistic context.

Send the exercise to the candidate 48 hours before your scheduled interview. Explain that they should prepare a brief presentation (10-15 minutes) outlining their analysis and recommendations, which will be followed by a discussion. Emphasize that you're looking for their thought process and approach rather than perfect solutions.

During the exercise review, listen for the candidate's ability to:

Identify meaningful patterns and insights from the data
Develop practical recommendations that address root causes
Prioritize issues and solutions appropriately
Communicate ideas clearly and persuasively
Connect engagement strategies to business outcomes

Reserve time after their presentation for probing questions about their approach, rationale, and how they would implement their recommendations.

Directions to Share with Candidate

"To help us understand your approach to employee engagement challenges, we'd like you to complete a short case study exercise. We'll send you a fictional scenario with employee survey results from [Company]. Please review the data and prepare a 10-15 minute presentation that includes:

Your analysis of key engagement issues based on the survey data
3-5 strategic recommendations to address these issues
How you would implement your top recommendation, including key stakeholders, timeline, and success metrics

During our meeting, you'll present your analysis and recommendations, followed by a discussion about your approach. We're interested in your thought process and strategic thinking rather than perfect solutions. Please feel free to ask any clarifying questions before preparing your presentation."

Case Study Materials to Provide:

A fictional engagement survey dashboard showing scores across different departments, demographics, and engagement dimensions
Employee comments highlighting key themes
Basic information about the fictional company's structure, industry, and recent changes

Interview Questions

Walk me through your analysis of the engagement data. What patterns or insights stood out to you?

Areas to Cover

Analytical approach to reviewing the data
Key insights identified from survey results
Prioritization of issues based on impact and urgency
Connections made between different data points
Understanding of underlying causes vs. symptoms

Possible Follow-up Questions

What additional information would have been helpful for your analysis?
How did you differentiate between symptoms and root causes?
How would you validate these insights before taking action?
Were there any surprising or counterintuitive findings in the data?

Explain your recommended strategies and why you believe they would be effective in this situation.

Areas to Cover

Strategic thinking behind recommendations
Alignment between identified issues and proposed solutions
Creativity and practicality of suggestions
Consideration of various stakeholder perspectives
Evidence or experience supporting effectiveness

Possible Follow-up Questions

How did you prioritize these recommendations?
What alternatives did you consider but decide against?
How would these strategies work together as a comprehensive approach?
How would you adapt these recommendations for different departments or demographics?

How would you implement your top recommendation? Walk me through your approach.

Areas to Cover

Implementation planning process
Stakeholder engagement and communication strategy
Resource requirements and considerations
Timeline and milestone planning
Potential obstacles and mitigation strategies

Possible Follow-up Questions

How would you gain buy-in from skeptical leaders or employees?
What risks do you see in this implementation plan?
How would you adjust if you encountered significant resistance?
How would you ensure sustainability beyond initial implementation?

How would you measure the success of these initiatives, and how would you communicate results to leadership?

Areas to Cover

Selection of appropriate metrics and KPIs
Approach to establishing baselines and targets
Methods for data collection and analysis
Reporting cadence and format
Strategy for communicating results to different audiences

Possible Follow-up Questions

How quickly would you expect to see results from these initiatives?
How would you handle initiatives that aren't showing expected results?
How would you connect engagement improvements to business outcomes?
How would you maintain momentum and accountability throughout the process?

Interview Scorecard

Data Analysis & Insight

0: Not Enough Information Gathered to Evaluate
1: Surface-level analysis missing key insights or patterns in the data
2: Identified some relevant patterns but missed important connections or root causes
3: Strong analysis identifying meaningful insights and connections between data points
4: Exceptional analysis demonstrating depth of understanding and uncovering non-obvious insights

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Recommendations lack strategic focus or address symptoms rather than causes
2: Some strategic elements but recommendations are incomplete or misaligned with data
3: Strong strategic recommendations that clearly address identified issues
4: Exceptional strategic vision with innovative yet practical solutions aligned with organizational context

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Vague implementation approach lacking specific steps or considerations
2: Basic implementation plan missing key elements or stakeholder perspectives
3: Comprehensive implementation plan with clear steps, timeline, and stakeholder strategy
4: Exceptional implementation plan demonstrating foresight, risk mitigation, and change management expertise

Communication Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Presentation lacks clarity, organization, or persuasiveness
2: Adequately communicates ideas but lacks polish or audience adaptation
3: Clear, well-organized presentation tailored appropriately to the audience
4: Exceptional communication demonstrating clarity, persuasiveness, and executive presence

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited strategic thinking or poorly targeted solutions
2: May Partially Achieve Goal but approach lacks comprehensive strategy or measurement
3: Likely to Achieve Goal with sound strategy and implementation approach
4: Likely to Exceed Goal with exceptional strategic vision and implementation plan

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited understanding of recognition principles
2: May Partially Achieve Goal but approach lacks depth or sustainability
3: Likely to Achieve Goal with thoughtful recognition strategy aligned with organizational culture
4: Likely to Exceed Goal with innovative recognition approaches and comprehensive implementation plan

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited analytical approach or metrics selection
2: May Partially Achieve Goal but dashboard concept lacks depth or actionability
3: Likely to Achieve Goal with clear metrics and reporting approach
4: Likely to Exceed Goal with sophisticated metrics and exceptional data visualization strategy

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited connection between strategies and retention
2: May Partially Achieve Goal but retention strategy is incomplete
3: Likely to Achieve Goal with clear understanding of retention drivers and targeted strategies
4: Likely to Exceed Goal with comprehensive retention approach addressing multiple engagement factors

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited collaboration approach
2: May Partially Achieve Goal but committee concept lacks structure or purpose
3: Likely to Achieve Goal with clear committee structure and stakeholder engagement plan
4: Likely to Exceed Goal with exceptional committee design and cross-functional integration strategy

Recommendation to proceed with candidate

1: Strong No Hire - Analysis and recommendations demonstrate significant gaps in capability
2: No Hire - Some positive elements but concerning deficiencies in analysis or strategic thinking
3: Hire - Strong analysis and recommendations indicating capability to succeed in the role
4: Strong Hire - Exceptional analysis and strategic vision indicating high potential for impact

Behavioral Competency Interview

Directions for the Interviewer

This interview focuses on evaluating the candidate's proficiency in the essential behavioral competencies required for success as an Employee Engagement Manager. Your goal is to assess how the candidate has demonstrated these competencies through past experiences and behaviors, as these are predictive of future performance.

Structure the interview to thoroughly explore each competency through specific, behavior-based questions. Ask follow-up questions to get complete STAR responses (Situation, Task, Action, Result) and understand the context of their examples. Listen for concrete actions the candidate took rather than hypothetical approaches or team accomplishments described in general terms.

Take detailed notes on the specific behaviors, actions, and results the candidate describes. These will be crucial for your evaluation and for comparing candidates objectively. Allow approximately 45-60 minutes for this interview, ensuring you leave time for candidate questions at the end.

Directions to Share with Candidate

"Today, we'll be discussing your experience and approach to various aspects of employee engagement. I'm interested in hearing about specific situations you've faced and actions you've taken in your previous roles. For each question, please describe the situation, your specific role, the actions you took, and the results you achieved. We'll focus on areas like strategic thinking, communication, analytical thinking, change management, and relationship building. This helps us understand how you might approach similar situations at [Company]."

Interview Questions

Tell me about a time when you developed a long-term employee engagement strategy that aligned with broader business objectives. (Strategic Thinking)

Areas to Cover

Process for understanding business priorities and translating them into engagement goals
How they gathered input from various stakeholders
How they ensured the strategy was comprehensive yet focused
Specific initiatives included in the strategy and their rationale
Measurement approach and timeline
Results achieved and lessons learned

Possible Follow-up Questions

How did you gain buy-in from executive leadership?
What challenges did you encounter in connecting engagement to business outcomes?
How did you adapt your strategy as business priorities shifted?
What would you do differently if you were developing this strategy today?

Describe a situation where you needed to communicate a significant change or initiative to employees across different levels of the organization. (Communication Skills)

Areas to Cover

Planning process for the communication strategy
How they tailored messages for different audiences
Channels and formats used and why
How they handled questions or concerns
How they ensured the message was understood
Feedback received and how they measured effectiveness

Possible Follow-up Questions

How did you address resistance or skepticism?
What unexpected communication challenges emerged and how did you handle them?
How did you ensure consistency across different communicators?
What feedback did you receive about your communication approach?

Share an example of how you used employee feedback or survey data to identify and address an engagement issue. (Analytical Thinking)

Areas to Cover

Data collection methods and tools used
Analytical approach to identifying patterns and insights
How they distinguished between symptoms and root causes
Process for prioritizing issues and developing solutions
How they presented findings to stakeholders
Actions taken based on the analysis and subsequent results

Possible Follow-up Questions

What was most challenging about interpreting the data?
How did you handle contradictory feedback or data points?
What surprised you in your analysis?
How did you validate your conclusions before taking action?

Tell me about a time when you implemented a significant change to employee programs or workplace culture. How did you manage the change process? (Change Management)

Areas to Cover

Context and reason for the change
Their approach to planning the change initiative
How they built support and addressed resistance
Communication strategy throughout the process
How they monitored progress and adjusted as needed
Success metrics and actual outcomes
Lessons learned about change management

Possible Follow-up Questions

What resistance did you encounter and how did you address it?
How did you incorporate employee feedback during the change process?
What would you do differently if managing this change again?
How did you support managers in implementing the change with their teams?

Describe a situation where you needed to build relationships across departments to advance an employee engagement initiative. (Relationship Building)

Areas to Cover

Context of the cross-functional initiative
Their approach to identifying and engaging key stakeholders
How they built trust and credibility with different groups
Challenges in aligning diverse perspectives or priorities
Specific relationship-building tactics that proved effective
How these relationships contributed to the initiative's success
Long-term impact on cross-functional collaboration

Possible Follow-up Questions

How did you handle stakeholders who were initially reluctant to participate?
What did you learn about effective cross-functional collaboration?
How did you navigate competing priorities or resource constraints?
How have you maintained these relationships beyond the specific initiative?

Tell me about a time when an employee engagement initiative didn't achieve the expected results. How did you handle it? (Resilience and Adaptability)

Areas to Cover

Context of the initiative and expected outcomes
How they identified that results weren't meeting expectations
Their process for analyzing what went wrong
How they communicated about the situation to stakeholders
Actions taken to adjust course or address issues
Lessons learned from the experience
How they applied these lessons to future initiatives

Possible Follow-up Questions

How did you maintain team morale and stakeholder confidence?
What early warning signs did you miss that might have helped you adjust sooner?
How did you decide whether to modify the initiative or take a completely different approach?
How has this experience influenced your approach to planning and implementing initiatives?

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Demonstrates limited ability to develop strategies aligned with business objectives
2: Shows some strategic capability but lacks depth in connecting engagement to business outcomes
3: Exhibits strong strategic thinking with clear alignment between engagement initiatives and organizational goals
4: Demonstrates exceptional strategic vision with innovative approaches to advancing business objectives through engagement

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: Communication examples reveal gaps in clarity, audience adaptation, or effectiveness
2: Demonstrates adequate communication but lacks sophistication in approach or execution
3: Shows strong communication capabilities across different channels and audiences
4: Exhibits exceptional communication skills with evidence of influencing and inspiring through strategic messaging

Analytical Thinking

0: Not Enough Information Gathered to Evaluate
1: Shows limited analytical capability or superficial approach to data interpretation
2: Demonstrates basic analytical skills but misses deeper insights or connections
3: Exhibits strong analytical thinking with ability to translate data into meaningful actions
4: Demonstrates sophisticated analytical capabilities with exceptional insight identification and root cause analysis

Change Management

0: Not Enough Information Gathered to Evaluate
1: Shows limited understanding of change management principles or ineffective implementation
2: Demonstrates basic change management skills but lacks comprehensive approach
3: Exhibits strong change management capabilities with evidence of successful implementation
4: Demonstrates exceptional change leadership with innovative approaches to gaining buy-in and sustaining change

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: Examples suggest limited ability to build effective relationships across different groups
2: Shows some relationship-building skills but lacks depth or strategic approach
3: Demonstrates strong relationship-building capabilities with evidence of cross-functional effectiveness
4: Exhibits exceptional relationship-building skills with examples of leveraging relationships to drive significant results

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited strategic or analytical capabilities
2: May Partially Achieve Goal but lacks comprehensive approach to engagement improvement
3: Likely to Achieve Goal with demonstrated experience improving engagement metrics
4: Likely to Exceed Goal with exceptional strategic vision and proven track record of engagement improvements

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited experience or understanding of effective recognition
2: May Partially Achieve Goal but approach lacks depth or strategic alignment
3: Likely to Achieve Goal with relevant experience and clear recognition strategy
4: Likely to Exceed Goal with innovative recognition approaches and implementation expertise

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited analytical or data visualization capabilities
2: May Partially Achieve Goal but lacks sophisticated approach to metrics and reporting
3: Likely to Achieve Goal with strong analytical skills and dashboard development experience
4: Likely to Exceed Goal with exceptional data analysis capabilities and innovative metrics approach

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited understanding of retention drivers
2: May Partially Achieve Goal but lacks comprehensive retention strategy
3: Likely to Achieve Goal with demonstrated experience improving retention metrics
4: Likely to Exceed Goal with proven track record of significant turnover reduction

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited relationship-building or leadership capabilities
2: May Partially Achieve Goal but lacks clear vision for effective committee function
3: Likely to Achieve Goal with strong cross-functional collaboration experience
4: Likely to Exceed Goal with exceptional stakeholder management and committee leadership skills

Recommendation to proceed with candidate

1: Strong No Hire - Significant gaps in multiple competencies
2: No Hire - Some strengths but concerning weaknesses in critical competencies
3: Hire - Strong across most competencies with minor gaps that can be developed
4: Strong Hire - Exceptional demonstration of all critical competencies

Stakeholder Panel Interview

Directions for the Interviewer

This panel interview assesses how well the candidate will collaborate with stakeholders across the organization. The panel should include representatives from key departments (e.g., HR, Operations, IT, Department Heads) who would regularly interact with the Employee Engagement Manager.

Begin by introducing all panel members and explaining the format. Each panelist should focus on areas relevant to their function and how they would collaborate with the Employee Engagement Manager. The goal is to evaluate the candidate's ability to understand different departmental perspectives, build cross-functional relationships, and align engagement initiatives with diverse organizational needs.

Encourage panelists to ask follow-up questions but maintain a conversational tone rather than an interrogation. After the interview, collect feedback from all panelists before making your assessment.

Directions to Share with Candidate

"Today you'll meet with stakeholders from various departments who would work closely with the Employee Engagement Manager. Each person represents a different perspective on employee engagement at [Company]. This conversation will help us understand how you would collaborate across the organization and balance different priorities. Feel free to ask questions about their roles and how they see engagement impacting their areas. We're looking for your approach to building partnerships and integrating diverse perspectives into your engagement strategy."

Interview Questions

How would you approach building relationships with department leaders to understand their unique engagement challenges? (Cross-functional Collaboration)

Areas to Cover

Initial outreach and relationship-building strategy
Meeting structure and key questions they would ask
How they would identify department-specific priorities
Approach to balancing standardization with customization
Methods for maintaining ongoing communication
Examples of successful stakeholder relationships from past roles

Possible Follow-up Questions

How would you handle a department leader who doesn't see value in engagement initiatives?
How would you prioritize competing needs from different departments?
How would you ensure departments feel heard without creating siloed approaches?
What information would you want from department leaders to inform your strategy?

Describe how you would collaborate with HR team members to ensure alignment between engagement initiatives and other people programs. (HR Partnership)

Areas to Cover

Understanding of HR functions and their connection to engagement
Approach to coordinating with recruitment, learning and development, benefits, etc.
Process for sharing relevant data and insights
Methods for joint planning and initiative development
Experience working within or alongside HR teams
Approach to resolving potential conflicts in priorities or approaches

Possible Follow-up Questions

How would you ensure engagement initiatives complement our talent acquisition strategy?
How would you collaborate on onboarding processes to enhance new hire engagement?
What HR metrics would you want to monitor alongside engagement data?
How would you approach a situation where an HR policy might be affecting engagement negatively?

How would you work with Communications to develop and implement effective employee communications strategies? (Communications Collaboration)

Areas to Cover

Understanding of communication channels and strategies
Approach to message development and alignment with company voice
Process for planning communication calendars and campaigns
Methods for measuring communication effectiveness
Experience collaborating with communications teams
Approach to crisis or sensitive communications

Possible Follow-up Questions

How would you balance transparency with appropriate confidentiality?
How would you approach communicating difficult news or changes?
How would you ensure consistent messaging across different levels of the organization?
What communication strategies have you found most effective for engagement initiatives?

Tell us about your experience working with IT or digital teams to implement engagement tools or platforms. (Technology Integration)

Areas to Cover

Experience with HR or engagement technologies
Approach to needs assessment and software selection
Process for implementation planning and execution
Methods for training and adoption
Understanding of data security and privacy considerations
Experience with data integration across systems

Possible Follow-up Questions

How would you evaluate the effectiveness of an engagement technology?
How would you handle resistance to adopting new technology tools?
What considerations are important when selecting an engagement survey platform?
How would you ensure data from different systems can be meaningfully integrated?

How would you partner with leadership to make engagement a strategic priority and gain support for your initiatives? (Leadership Alignment)

Areas to Cover

Approach to executive communication and education
Methods for demonstrating business impact and ROI
Process for regular reporting and updates
Experience influencing senior leaders
Understanding of executive priorities and perspective
Strategy for maintaining leadership commitment over time

Possible Follow-up Questions

How would you respond if leadership support waned during a challenging business period?
How would you help leaders understand their role in driving engagement?
What metrics would you share with leadership to demonstrate progress?
How would you handle a situation where leader behavior contradicts engagement goals?

Our workforce includes [specific demographics, roles, locations]. How would you ensure engagement initiatives are relevant and inclusive for all employee groups? (Diversity & Inclusion)

Areas to Cover

Approach to understanding diverse employee perspectives
Methods for inclusive program design
Process for gathering input from different employee groups
Understanding of engagement differences across demographics
Experience with inclusive engagement initiatives
Approach to measuring effectiveness across different groups

Possible Follow-up Questions

How would you address engagement disparities between different employee groups?
How would you ensure remote or field employees feel included in engagement initiatives?
What considerations are important when designing recognition programs for diverse teams?
How would you approach cultural differences in global engagement strategies?

Interview Scorecard

Cross-functional Collaboration

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of stakeholder needs or ineffective relationship-building approach
2: Basic understanding of collaboration but lacks sophistication in stakeholder management
3: Strong approach to cross-functional partnerships with clear stakeholder engagement strategy
4: Exceptional collaboration capabilities with innovative approaches to integrating diverse perspectives

HR Partnership

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of HR functions or approach to integration
2: Basic understanding of HR partnership but lacks depth in connecting programs
3: Strong approach to HR collaboration with clear strategy for program alignment
4: Sophisticated understanding of HR ecosystem with exceptional ideas for synergistic initiatives

Communications Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of strategic communications or ineffective approach
2: Basic communication strategy but lacks depth or audience adaptation
3: Strong communication approach with clear strategy for different audiences and channels
4: Exceptional communication capabilities with innovative ideas for engaging different employee groups

Technology Integration

0: Not Enough Information Gathered to Evaluate
1: Limited experience with engagement technologies or implementation
2: Basic understanding of technology needs but lacks implementation expertise
3: Strong technology approach with clear implementation and adoption strategy
4: Sophisticated understanding of engagement technologies with exceptional implementation experience

Leadership Alignment

0: Not Enough Information Gathered to Evaluate
1: Limited approach to leadership engagement or ineffective influence strategy
2: Basic understanding of leadership needs but lacks sophisticated influence approach
3: Strong leadership alignment strategy with clear approach to demonstrating value
4: Exceptional leadership influence capabilities with sophisticated ROI demonstration

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited cross-functional collaboration approach
2: May Partially Achieve Goal but lacks comprehensive stakeholder integration
3: Likely to Achieve Goal with strong stakeholder partnership strategy
4: Likely to Exceed Goal with exceptional approach to leveraging cross-functional relationships

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited stakeholder input approach
2: May Partially Achieve Goal but lacks inclusive program development strategy
3: Likely to Achieve Goal with clear cross-functional program development approach
4: Likely to Exceed Goal with exceptional stakeholder engagement in recognition planning

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited data integration approach
2: May Partially Achieve Goal but lacks comprehensive reporting strategy
3: Likely to Achieve Goal with strong approach to cross-functional metrics
4: Likely to Exceed Goal with sophisticated strategy for integrated data visualization

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited collaboration on retention strategies
2: May Partially Achieve Goal but lacks comprehensive approach to retention partnerships
3: Likely to Achieve Goal with strong cross-functional retention strategy
4: Likely to Exceed Goal with exceptional approach to integrated retention initiatives

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited stakeholder management capabilities
2: May Partially Achieve Goal but lacks clear committee structure or purpose
3: Likely to Achieve Goal with strong committee development approach
4: Likely to Exceed Goal with exceptional committee leadership capabilities

Recommendation to proceed with candidate

1: Strong No Hire - Poor fit with organizational stakeholder needs
2: No Hire - Limited cross-functional capabilities or stakeholder perspective
3: Hire - Strong stakeholder approach with good organizational fit
4: Strong Hire - Exceptional stakeholder management capabilities and organizational alignment

Final Interview

Directions for the Interviewer

This final interview is typically conducted by senior leadership (e.g., CHRO, COO, or CEO) and focuses on the candidate's vision for employee engagement at the organization, their leadership capabilities, and cultural fit. The conversation should be more strategic and forward-looking than previous interviews, assessing whether the candidate's philosophy and approach align with the organization's values and direction.

Begin by welcoming the candidate and explaining the purpose of this final conversation. Ask open-ended questions that invite the candidate to share their vision and philosophy. Listen for alignment with organizational values, strategic thinking, and authentic passion for employee engagement.

Take note of the candidate's executive presence, communication style, and ability to articulate complex ideas simply. Consider how they would represent the engagement function to senior leadership and across the organization.

Directions to Share with Candidate

"This conversation is an opportunity for us to understand your vision for employee engagement at [Company] and how you would approach building a culture that supports our business goals. I'm interested in your perspective on emerging engagement trends, your leadership philosophy, and how you see the role evolving over time. Feel free to ask questions about our organizational strategy and culture as well - this is a two-way conversation to ensure mutual fit."

Interview Questions

Based on what you've learned about [Company] during this process, what would be your vision for employee engagement here, and how would you approach your first 90 days?

Areas to Cover

Understanding of company culture, challenges, and priorities
Strategic vision that aligns with organizational goals
Balance between quick wins and long-term strategy
Approach to learning and assessment before action
Stakeholder engagement strategy
Realistic timeline and priorities

Possible Follow-up Questions

How would you balance learning the organization with demonstrating early impact?
What information would be most critical for you to gather in your first month?
How would you approach building credibility with different stakeholder groups?
What potential roadblocks do you anticipate, and how would you address them?

How do you see the employee engagement function evolving over the next few years, and how would you ensure our approach remains innovative and effective?

Areas to Cover

Knowledge of emerging trends and best practices
Forward-thinking perspective on engagement
Balance between innovation and proven approaches
Adaptability to changing workforce expectations
Approach to continuous improvement
Understanding of technology's role in engagement

Possible Follow-up Questions

What engagement trends do you find most promising or concerning?
How would you evaluate whether a new approach is right for our organization?
How do you stay current on engagement research and practices?
How would you balance traditional engagement approaches with innovation?

Tell me about your leadership philosophy and how you would apply it to cultivating a positive workplace culture.

Areas to Cover

Personal leadership values and approach
Connection between leadership style and culture-building
Experience influencing culture in previous roles
Approach to empowering others to drive engagement
Self-awareness about strengths and growth areas
Authenticity and alignment with company values

Possible Follow-up Questions

How do you model the engagement behaviors you expect from others?
How have you developed your leadership style over time?
How would you handle resistance to culture change?
How do you balance being an advocate for employees with meeting business needs?

How would you measure the business impact of engagement initiatives, and how would you communicate this value to senior leadership?

Areas to Cover

Understanding of engagement metrics and business outcomes
Approach to ROI calculation and demonstration
Data visualization and executive communication skills
Balance between quantitative and qualitative measures
Experience presenting to senior leaders
Perspective on appropriate measurement timeline and expectations

Possible Follow-up Questions

What business metrics have you found most strongly correlate with engagement?
How would you address skepticism about the ROI of engagement programs?
How would you set appropriate expectations about when to expect results?
How would you balance standardized metrics with company-specific indicators?

What do you see as the biggest challenges and opportunities for employee engagement in our industry, and how would you address them?

Areas to Cover

Industry knowledge and understanding of sector-specific challenges
Strategic thinking about competitive landscape
Balance between industry best practices and unique approach
Creative solutions to common industry challenges
Understanding of external factors affecting engagement
Ability to turn challenges into opportunities

Possible Follow-up Questions

How would you leverage our industry position in your engagement approach?
What engagement strategies from other industries might be valuable for us to consider?
How would you address industry-specific retention challenges?
How would you ensure our engagement approach supports our competitive advantages?

Tell me about a time when you had to influence organizational culture from a position with limited formal authority. What approach did you take and what results did you achieve?

Areas to Cover

Experience with influence strategies and stakeholder management
Creative approaches to culture change
Resilience when faced with obstacles
Ability to build coalitions and partnerships
Measurement of cultural impact
Lessons learned about effective influence

Possible Follow-up Questions

What was most challenging about influencing without authority?
How did you gain support from key stakeholders?
What resistance did you face and how did you address it?
How did you sustain momentum for change over time?

Interview Scorecard

Strategic Vision

0: Not Enough Information Gathered to Evaluate
1: Limited vision or misalignment with organizational direction
2: Adequate vision but lacks depth or organizational fit
3: Strong, well-articulated vision aligned with company goals
4: Exceptional vision demonstrating innovation and strategic alignment

Leadership Capability

0: Not Enough Information Gathered to Evaluate
1: Limited leadership approach or misalignment with company culture
2: Adequate leadership philosophy but lacks depth or authenticity
3: Strong leadership approach with clear values and self-awareness
4: Exceptional leadership philosophy demonstrating wisdom and inspiration

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business context or ROI demonstration
2: Basic business understanding but lacks sophisticated approach
3: Strong business acumen with clear ROI measurement strategy
4: Exceptional business perspective with sophisticated approach to value demonstration

Industry Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of industry challenges or opportunities
2: Basic industry knowledge but lacks strategic application
3: Strong industry insight with clear strategies for challenges
4: Exceptional industry understanding with innovative approaches

Cultural Fit

0: Not Enough Information Gathered to Evaluate
1: Significant concerns about alignment with organizational values
2: Some alignment but questions about cultural integration
3: Strong alignment with company values and culture
4: Exceptional cultural fit with potential to enhance organizational values

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal based on limited vision or strategic approach
2: May Partially Achieve Goal but lacks comprehensive strategy
3: Likely to Achieve Goal with strong vision and implementation approach
4: Likely to Exceed Goal with exceptional strategic vision and leadership capability

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited understanding of recognition impact
2: May Partially Achieve Goal but lacks innovative approach
3: Likely to Achieve Goal with strong recognition strategy
4: Likely to Exceed Goal with exceptional recognition vision aligned with culture

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited measurement philosophy
2: May Partially Achieve Goal but lacks sophisticated metrics approach
3: Likely to Achieve Goal with strong measurement strategy
4: Likely to Exceed Goal with exceptional metrics vision and executive reporting approach

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited retention strategy
2: May Partially Achieve Goal but lacks industry-specific approach
3: Likely to Achieve Goal with strong retention vision
4: Likely to Exceed Goal with exceptional retention strategy addressing industry challenges

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal due to limited influence approach
2: May Partially Achieve Goal but lacks stakeholder engagement strategy
3: Likely to Achieve Goal with strong cross-functional leadership approach
4: Likely to Exceed Goal with exceptional influence capabilities and committee vision

Recommendation to proceed with candidate

1: Strong No Hire - Significant concerns about vision, leadership, or fit
2: No Hire - Some positive qualities but important gaps in critical areas
3: Hire - Strong vision and leadership with good organizational alignment
4: Strong Hire - Exceptional vision, leadership, and potential for organizational impact

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. Share an overview of the scores from each interviewer, but avoid sharing your hiring recommendation until everyone has had a chance to speak.

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. Encourage team members to provide specific examples from their interviews to support their assessments.

Scores and interview notes are important data points but should not be the sole factor in making the final decision. Consider the candidate's performance across all interviews and exercises, with special attention to the essential competencies and goals for the role.

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. Encourage interviewers to ask about areas where they may have limited information or want additional context from other interviews.

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. Pay particular attention to insights about the candidate's strategic thinking, communication skills, analytical capability, change management approach, and relationship building - the essential competencies for this role.

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. Consider whether there are any critical gaps in information about the candidate's capabilities, experience, or fit that need to be addressed before making a final decision.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation based on the new information they learned in this meeting. Encourage open discussion about why opinions may have shifted based on additional context or insights from other interviews.

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. Consider their strengths and how they might fit other current or future openings in the organization.

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. Ensure clarity on who will communicate with the candidate, timeline for decision, and any additional steps in the process.

Reference Calls

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for the Employee Engagement Manager role. They provide valuable insights into the candidate's past performance, strengths, development areas, and work style from those who have directly observed them in professional settings.

Begin by asking the candidate to provide 3-5 professional references, including at least 2 former supervisors. Request that the candidate make an initial contact with their references to inform them that you'll be reaching out, which typically improves response rates.

When contacting references, introduce yourself and the purpose of the call, emphasize confidentiality, and establish rapport before diving into specific questions. Plan for approximately 30 minutes per reference call.

Take detailed notes during the conversation, listening for specific examples rather than general impressions. Pay particular attention to references' descriptions of the candidate's strategic thinking, communication skills, analytical capability, change management approach, and relationship building - the key competencies for this role.

Use these reference checks not just to verify information but to gain deeper insights into how to best support the candidate's success if hired. Multiple consistent themes across references should be given particular weight in your final assessment.

Questions for Reference Checks

Please describe your relationship with [Candidate]. How long did you work together, and what was the nature of your working relationship?

Areas to Cover

Duration and recency of relationship
Reporting structure or professional connection
Frequency and nature of interactions
Context of working relationship (team size, organization type, etc.)
Reference's ability to observe relevant competencies

Guidance for Interviewer

Establish the credibility and perspective of the reference
Understand the context in which they observed the candidate
Determine if this reference can speak to the key competencies needed for the role
Note if the reference seems hesitant or overly scripted in their responses

In what ways did [Candidate] contribute to employee engagement or workplace culture in your organization?

Areas to Cover

Specific engagement initiatives or programs the candidate led
Approach to understanding employee needs and perspectives
Impact of their work on engagement metrics or culture
Collaboration with leadership and other departments
Strengths and challenges in their engagement work

Guidance for Interviewer

Look for concrete examples rather than general statements
Listen for measurable outcomes and specific contributions
Note how the candidate's approach aligned with organizational needs
Assess alignment between reference's description and the candidate's own accounts

How would you describe [Candidate]'s strengths in analyzing data and developing insights to drive engagement strategies?

Areas to Cover

Experience with survey design and analysis
Ability to identify meaningful patterns and trends
Approach to translating data into actionable recommendations
Communication of analytical findings to different audiences
Areas where their analytical skills could be stronger

Guidance for Interviewer

Assess analytical capability in the context of engagement work
Listen for examples of data-driven decision making
Note sophistication of analytical approach described
Consider how these strengths would apply to your organization's needs

Can you share an example of how [Candidate] successfully led a significant change or new initiative? What was their approach and what results did they achieve?

Areas to Cover

Specific change management example
Strategy for building support and addressing resistance
Communication approach throughout the process
Adaptability when facing obstacles
Outcomes achieved and lessons learned

Guidance for Interviewer

Listen for change management capabilities relevant to engagement work
Note the scale and complexity of the changes described
Assess how the candidate's approach would work in your culture
Compare with the candidate's own descriptions of change leadership

How would you describe [Candidate]'s communication style and effectiveness?

Areas to Cover

Strengths and development areas in communication
Adaptability to different audiences and situations
Written, verbal, and presentation skills
Influence and persuasion capabilities
Examples of particularly effective or challenging communications

Guidance for Interviewer

Assess alignment with your organization's communication culture
Consider how their style would work with your leadership team
Listen for examples of communicating complex concepts clearly
Note capabilities in both strategic and day-to-day communications

How did [Candidate] build relationships across the organization to advance engagement initiatives?

Areas to Cover

Approach to stakeholder engagement and relationship building
Effectiveness in working with different departments or levels
Methods for gaining buy-in and alignment
Handling of resistance or competing priorities
Overall effectiveness as a cross-functional partner

Guidance for Interviewer

Consider how their relationship building approach would work in your organization
Listen for specific examples of successful cross-functional collaboration
Note their ability to influence without authority
Assess their effectiveness with both leadership and frontline employees

What areas of development would you suggest for [Candidate] in their next role?

Areas to Cover

Specific growth opportunities or development needs
Support structures that have helped them succeed
How they respond to feedback and coaching
Progress made in development areas during your time working together
Potential challenges they might face in this new role

Guidance for Interviewer

Listen for consistency with development areas mentioned in interviews
Consider how these areas would impact success in your specific environment
Note whether development needs are in critical competencies for the role
Assess the reference's comfort level in discussing areas for improvement

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

Areas to Cover

Overall assessment of the candidate's performance and potential
Specific reasons for the rating given
Circumstances under which they would or wouldn't rehire
Comparison to other professionals in similar roles
Enthusiasm level about the candidate's capabilities

Guidance for Interviewer

Pay attention to both the numerical rating and the explanation
Note hesitation or enthusiasm in the response
Consider the reference's standards and expectations in context
Compare ratings across multiple references for consistency

Reference Check Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: References indicate limited strategic capability or vision
2: References describe adequate strategic thinking but not exceptional
3: References confirm strong strategic capabilities with specific examples
4: References highlight exceptional strategic vision with significant impact

Communication Skills

0: Not Enough Information Gathered to Evaluate
1: References note significant communication challenges or limitations
2: References describe adequate communication skills with some development areas
3: References confirm strong communication skills across different contexts
4: References highlight exceptional communication capabilities with significant impact

Analytical Capability

0: Not Enough Information Gathered to Evaluate
1: References indicate limited analytical skills or data-driven approach
2: References describe basic analytical capabilities but not sophisticated
3: References confirm strong analytical skills with specific examples
4: References highlight exceptional analytical capabilities with significant impact

Change Management

0: Not Enough Information Gathered to Evaluate
1: References note significant challenges with leading change
2: References describe adequate change management but with limitations
3: References confirm strong change leadership with specific examples
4: References highlight exceptional change management capabilities with significant impact

Relationship Building

0: Not Enough Information Gathered to Evaluate
1: References indicate significant challenges in cross-functional relationships
2: References describe adequate relationship skills with some limitations
3: References confirm strong relationship building with specific examples
4: References highlight exceptional relationship capabilities with significant impact

Improve overall employee engagement scores by [target percentage] within the first year

0: Not Enough Information Gathered to Evaluate
1: References suggest candidate unlikely to achieve similar goals based on past performance
2: References indicate candidate may partially achieve similar goals with support
3: References confirm candidate has achieved similar goals in past roles
4: References highlight candidate has exceeded similar goals consistently

Develop and implement a comprehensive recognition program

0: Not Enough Information Gathered to Evaluate
1: References suggest limited experience or effectiveness with recognition programs
2: References indicate partial success with recognition initiatives
3: References confirm successful implementation of recognition programs
4: References highlight exceptional recognition program development and outcomes

Create and maintain an employee engagement dashboard

0: Not Enough Information Gathered to Evaluate
1: References suggest limited analytical or reporting experience
2: References indicate basic experience with metrics and reporting
3: References confirm successful development of metrics and dashboards
4: References highlight exceptional data visualization and reporting capabilities

Reduce voluntary turnover by [target percentage]

0: Not Enough Information Gathered to Evaluate
1: References suggest limited impact on retention in past roles
2: References indicate some positive impact on retention metrics
3: References confirm successful improvement of retention metrics
4: References highlight exceptional impact on reducing turnover

Establish a cross-functional employee experience committee

0: Not Enough Information Gathered to Evaluate
1: References suggest limited cross-functional leadership experience
2: References indicate basic committee or team leadership experience
3: References confirm successful cross-functional committee leadership
4: References highlight exceptional ability to lead diverse stakeholder groups

Frequently Asked Questions

How should I prepare for using this interview guide?

Thoroughly review the entire guide and job description before conducting interviews. Familiarize yourself with the key competencies and the specific questions for your assigned interview stage. Consider which follow-up questions will be most relevant based on the candidate's background. If possible, review our blog post on how to conduct a job interview for additional preparation tips.

How can I ensure I'm getting detailed, specific examples from candidates rather than theoretical answers?

Use follow-up questions consistently to probe for details when candidates give general or theoretical responses. Ask about specific situations, their exact role, the actions they personally took, and the measurable results. Phrases like "Can you walk me through that specific example?" or "What was your individual contribution to that outcome?" can help draw out concrete details. The "Areas to Cover" sections provide guidance on what information to seek for each question.

What should I do if a candidate's experience is in a different industry or context than ours?

Focus on transferable skills and the underlying principles of effective employee engagement. Ask follow-up questions about how they would adapt their approach to your industry context. Listen for their ability to identify relevant principles that cross industry boundaries, and their curiosity about your specific challenges. Remember that fresh perspectives from other industries can sometimes lead to innovative solutions.

How should we evaluate candidates with strong HR backgrounds versus those with stronger communications or analytics backgrounds?

Consider the current makeup of your team and which skill set would most complement existing strengths. Evaluate candidates against the essential competencies rather than identical backgrounds. A candidate with a communications background might excel at strategic messaging, while someone with an analytics background might bring stronger data-driven decision making. The ideal candidate should demonstrate capability across all core competencies, with particular strength in the areas most needed in your organization.

What if reference checks reveal information that conflicts with what we learned in interviews?

Take the time to investigate discrepancies thoroughly before making a final decision. Consider requesting additional references or having a follow-up conversation with the candidate to clarify the conflicting information. Pay attention to patterns across multiple references rather than outlier opinions. Remember that references provide valuable context about past performance, but your own assessment of how the candidate might perform in your specific environment should also weigh heavily in the decision.