Candidate introduction

1. Job details
Workforce
Entity / Service line / BU
Position
Level

2. Candidate details
Name
City
Date of birth
Nationality
Fluent in the Dutch language
Workpermit needed
Driving license
Education
Degrees

4. Benefits details
Current
Fixed
Gross month salary
Gross annual salary (incl.13th&hol. allowance)
Leasebudget (annual)
Expense allowance (annual)
Internet- & telephone allowance (annual)
Subtotal (annual)
Variable
Bonus
Total (annual: fixed + variable)
Other benefits
Level
contract for a year / indefinite contract
Sign on bonus
Months at Level
Pensioncontribution employee
Laptop + mobile phone
Holidays
15% discount on Accenture stocks
10% discount on insurance at Zilveren Kruis &
Centraal Beheer Achmea

5. Reference details
reference 1.
Name
Position reference
Organisation
Phonenumber

6. Extra comments/ Motivation for Accenture

 Years of relevant experience
Source of application
Cost of source
date of availibility
Planned absence
Willing to travel
Availability in hours

desired min @ Accenture desired @ Accenture

xed

riable

benefits

28 days

reference 2.
 HR Feedback Form

Name of Candidate
Date of Interview
Name of Interviewer

Connector Ability score

Connector Big Five Personality

Competencies Comments

Planning & Organising (Plannen en Organiseren)

Customer Orientation (Klantgerichtheid)

Problem analysis (Probleemanalyse)

Judgement (Oordeelsvorming)

Teamwork (Samenwerken)

Adaptibility (Aanpassingsvermogen)

Results orientation (Resultaatgerichtheid)

Quality orientation (Kwaliteitsgerichtheid)

Career Focus

Criteria Evidence
Motivation to Accenture

Career Focus
Presentation and Impact
Criteria Evidence
Confidence and composure

Enthusiasm and motivation

Articulation and clarity

Structured thought

Overall Comments
Overall Rating
Next round ~ Please Select ~
 HR Interview Instructions &

HR Assessment

Please note that for each of the categories outlined in grey a number of competencies (in pink) have been i
to cover all of the competencies, however a cross section would be most benefiti

Scoring Guidelines
Remember you do not need to score candidates one every skill area

4 Outstanding Is able to provide numerous and relevant examples of experience and shows no hesitation when the answer is pro
credited with major experience or knowledge in this area (and maybe holds a professional qualification) and ha

3 Strong Can provide and talk confidently to more than one example of experience. When probed further can enrich the ans
further questions. May not be operating as an expert in this area, but is regarded as highly skilled - can

2 Marginal Is able to provide an example that in some ways answers the question posed, however when probed further the ex
questioning. Is interested in this area, and shows enthusiasm to learn. However, you might find this cand

1 Low Answer provided is unsatisfactory and does not demonstrate evidence asked for in the question. Candidate struggl
0 No Basis and is inconsistent
Is unable to providewith
anythe information
basis they provide.
for a response Generally
to the question their answer
asked. is confusing
This is either becauseand lacks
they do clari
not have experi
unable to think of an example/answer

COMPETENCIES
Planning & Organising (Plannen en
Op effectieve wijze doelen en prioriteiten bepalen en benodigde tijd, acties en middelen aangeven om bepaalde do
Organiseren)

Onderzoeken van wensen en behoeften van de klant en hiernaar handelen. Anticiperen op behoeften van klanten.
Customer Orientation (Klantgerichtheid)
aan servicebereidheid en klanttevredenheid.

Signaleren van problemen; herkennen van belangrijke informatie; verbanden leggen tussen gegevens. Opsporen v
Problem analysis (Probleemanalyse)
zoeken naar ter zake doende gegevens.

Judgement (Oordeelsvorming) Op basis van beschikbare informatie juiste en realistische conclusies trekken.

Actieve bijdrage leveren aan een gezamenlijk resultaat of probleemoplossing, ook wanneer de samenwerking een
Teamwork (Samenwerken)
persoonlijk belang is.

Adaptibility (Aanpassingsvermogen) Doelmatig blijven handelen door zich aan te passen aan veranderde omstandigheden, taken, verantwoordelijkhede

Results orientation (Resultaatgerichtheid) Het actief gericht zijn op het behalen van resultaten en doelstellingen en de bereidheid om in te grijpen bij tegenval

Quality orientation (Kwaliteitsgerichtheid) Hoge eisen stellen aan kwaliteit van producten en diensten en daarnaar handelen
PRESENTATION AND IMPACT
1 - Lacks self assurance and appears nervous. Under/Over confident style. Poor body language. Backs down when
2 - Reasonably self assured and copes well with nerves. Displays active listening. Appropriate body language. Main
Confidence and composure challenged.
3 - Natura, relaced and self confident. Good body language. Argues points confidently when challenged.
4 - Engaging and inspiring. Acts with integrity and respoect to others. Excellent body language. Alters style/manner
1 - No or little evidence of enthusiasm. Poor at keeping interviewer engaged and appears uncomfortable dealing w
2 - Shows a degree of motivation and enthusiasm to take on new challenges. Holds interviewers interest and confid
Enthusiasm and motivation
3 - Eager and enthusiastic about their work. Confident deeling with people at all levels.
4 - Highly motivated and willing to go the extra mile to get the job done. Demonstrates ability to motivate others.
1 - Waffles, mumbles and monotonous. Language inappropriate or excessively informal eg. Relies on jargon etc.
2 - Reasonably articulate and variet in tone of voice. Uses appropriate language.
Articulation and clarity
3 - Articulate and fluent speaker. Explains complex issues simply.
4 - Very articulate, engaging and interesting. Expresses ideas effectively using a range of communication skills.
1 - Answers are poorly structured. Responses are repetitive or difficult to believe.
2 - Elements of structure in answers. Answers questions. But does not volunteer extra information.
Structured thought
3 - Answers are structured and come across as genuine and honest. Asks for clarity if unsure about questions.
4 - Answers are very well structured and credible. Provides useful information beyond that which is expected.
ew Instructions & Guidance

s (in pink) have been identified. You do not need

would be most benefitial

esitation when the answer is probed further by the interviewer. Is

ssional qualification) and ha

robed further can enrich the answer and does not hesitate when asked
s highly skilled - can

ever when probed further the example is not rich enough to stand up to
u might find this cand

the question. Candidate struggles to determine relevant experiences

using
ecauseand lacks
they do clari
not have experience in this particular area, or they are

delen aangeven om bepaalde doelen te kunnen bereiken.

eren op behoeften van klanten. Hoge prioriteit geven

n tussen gegevens. Opsporen van mogelijke oorzaken van problemen;

wanneer de samenwerking een onderwerp betreft dat niet direct van

den, taken, verantwoordelijkheden en/of mensen.

heid om in te grijpen bij tegenvallende resultaten.

ody language. Backs down when challenged
Appropriate body language. Maintains appropriate stance when
ntly when challenged.
y language. Alters style/manner to match the situation / environment
ppears uncomfortable dealing with others
s interviewers interest and confident dealing with peers.
els.
tes ability to motivate others.
rmal eg. Relies on jargon etc.

nge of communication skills.

tra information.
y if unsure about questions.
nd that which is expected.
 Interview 1

Interviewer(s):
Date interview:

Skills Evaluation - Positive

Skills evaluation - Negative / Development areas

Motivation for Accenture

Risks

Overall Impression / Comments

Process to next round? If Yes: Advise for next interviewer?

 Interview 2

Interviewer(s):
Date interview:

Skills Evaluation - Positive

Skills evaluation - Negative / Development areas

Motivation for Accenture

Risks

Overall Impression / Comments

Process to next round? If Yes: Advise for next interviewer?

 Interview 3

Interviewer(s):
Date interview:

Skills Evaluation - Positive

Skills evaluation - Negative / Development areas

Motivation for Accenture

Risks

Overall Impression / Comments

Process to next round? If Yes: Advise for next interviewer?

Reference Check Form Accenture
De referentiecheck is verplicht voor alle kandidaten met minimaal 1 jaar werkervaring (dus niet voor
stagiaires en starters die net zijn afgestudeerd)

Name candidate
Name reference checker
Date reference check

Name reference
Position reference
Organisation
Phonenumber

Begin met jezelf voor te stellen (Accenture, jouw rol) en ga vervolgens in op de reden waarom je belt
(kandidaat, voor welke functie hij in procedure is etc).

1. Wat is uw relatie met de kandidaat?

(What is your relationship with the candidate?)

2. In welke periode werkte u samen met de kandidaat?

(During which period did you work with the candidate?)

3. Welke functie had de kandidaat en wat waren zijn taken?

(Which position did the candidate have and what were his tasks?)

4. Hoe heeft u de kandidaat ervaren?

(What were your experiences with the candidate?)

5. Wat zijn kwaliteiten van de kandidaat?

(Which qualities does the candidate have?)

6. Waarop kan de kandidaat zich nog ontwikkelen?

(On which areas can the candidate improve?)

7. Hoe ging de kandidaat met andere collega's (in het team) om ?

(How did the candidate interact with other colleagues (in team)?)
8. Wat is de reden van vertrek geweest?
(What are the reasons that the candidate left your company?)

9. Zou u de kandidaat opnieuw aannemen?

(Would you hire the candidate again?)

10. Zijn er nog overige zaken over de kandidaat die u kwijt wilt?
(Do you have other things you would like to mention about the candidate?