Individual Presentation Rubric (Behavioral Interview)
Individual Presentation Rubric (Behavioral Interview)
Criteria
Ratings
Pts
This criterion is linked to a Learning OutcomeSituation
The situation describes the relevant context: What kind of company, what role, how long you’d been there, and may include what your regular responsibilities were. Should be as brief as possible while still including the essential details.
20 pts
Excellent
Situation is described in good detail while still being concise. The presenter includes appropriate details: type of company, position or title, length of time there, and key responsibilities. If relevant, may include information about team.
15 pts
Satisfactory
The speaker includes some details, but omits others: type of company, position or title, length of time there, or key responsibilities. Alternatively, the speaker may include too much detail or spend too much time describing the situation.
10 pts
No Marks
Omitted. The speaker does not provide adequate information about the situation, leaving the interviewer confused.
20 pts
This criterion is linked to a Learning OutcomeTask
The task is what you were asked to do. If you did more than you were asked to do, be sure the mention that too!
20 pts
Excellent
The task is clear. Information is provided about who requested the work (boss, peer, etc.), what the task is, what resources (time, $, other) were available, and whether the speaker identified additional tasks (for instance, documenting the process for others rather than just completing the task). The interviewer has a strong understanding of the task and why the task matters.
15 pts
Satisfactory
The task is mostly clear. The speaker may describe the task but may not include important information about who requested the work (boss, peer, etc.) and the complexity and nature of the task (routine or beyond your regular responsibilities). The interviewer has a partial or incomplete understanding of the task and why the task matters.
10 pts
No Marks
Omitted. The speaker does not provide adequate information about the task, leaving the interviewer confused.
20 pts
This criterion is linked to a Learning OutcomeAction
In this part, describe all the actions that you took.
20 pts
Excellent
The focus is on the actions taken by the individual. The speaker’s action are clear; the speaker’s decision making process is also clear. The actions are separated into steps, typically beginning with reasoning and then describing actions. If challenges occurred, the speaker describes how he or she handled those challenges. It is clear that the speaker thought carefully about resources and options in making a decision and taking actions.
15 pts
Satisfactory
The focus is generally on the actions taken by the individual. The speaker’s action are mostly clear; the speaker may omit decision making or important steps. If challenges occurred, the speaker may omit to describe how he or she handled those challenges or their reasoning.It is clear that the speaker thought carefully about resources and options in making a decision and taking actions. It is often (but not always) clear that the speaker thought carefully about resources and options in making a decision and taking actions.
10 pts
No Marks
Omitted. The speaker does not provide adequate information about the action, or omits important parts of the action, leaving the interviewer confused.
20 pts
This criterion is linked to a Learning OutcomeResults
The result describes the outcome. In general, it’s best to have concrete data: this means, use numbers or percentages; include a direct quote (what your boss said)’ or other tangible outcomes (you were asked to sit in on the client meeting, you were invited to return for a second year, etc.).
20 pts
Excellent
The speaker describes the results by focusing first on benefits to the company. The speaker ties his or her work to long-term company strategy or goals, or to short-term department or team goals. These results are supported objectively, through the use of data or numbers, or through the use of direct quotes from a boss or a peer. The speaker may connect this task/result to other goals.
15 pts
Satisfactory
The speaker describes the results by focusing first on completion of the task. The speaker does little to tie his or her work to long-term company strategy or goals, or to short-term department or team goals. These results have minimal objective support through the use of data or numbers, or through the use of direct quotes from a boss or a peer.
10 pts
No Marks
Omitted. The speaker does not provide adequate information about the results, leaving the interviewer confused.
20 pts
This criterion is linked to a Learning OutcomeRecommendation
In the recommendation, you should describe what you learned from the experience. Your focus should be on demonstrating that you did learn, that you gained skills, and you would handle yourself differently next step (if appropriate). How did this experience change your understanding of the complexity or difficulty of your work? What are you doing now to prepare for the next challenge?
20 pts
Excellent
The speaker describes what he or she learned from the experience so that the interviewer can see the candidate learns from experience. The interviewer leaves the interview believing that the candidate is self-directed. The speaker may include information about how they have used this new knowledge or how they are working to improve further.
15 pts
Satisfactory
The speaker only minimally describes what he or she learned from the experience so that the interviewer can see the candidate learns from experience. The interviewer leaves the interview with a sense that the candidate may be a self-directed learner.
10 pts
No Marks
Omitted. The speaker does not provide information about what they learned from this experience.
20 pts
Total Points: 100