Interview guide — Vice President/Head of Total Rewards

M6 — Vice President

Canon-derived frames, not advice: every question is verbatim JobFrame canon or O*NET source text inside a fixed structured-interview frame (O*NET joined at occupation-group grain for this profile). Past-behavior questions come first — the strongest evidence-backed format — paired with work-style probes as a second question type. Each carries a 5-point anchored rating frame. Absent sources render as absent — nothing here is generated.

Past-behavior questions 10

STAR-style (Situation, Task, Action, Result) questions built from this profile's canon responsibilities and O*NET tasks, importance-ranked where O*NET rates them.

01Tell me about a time you had to advise CEOs and other executives. What was the situation, what did you do, and what was the result?
canon · responsibility · observed
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
02Tell me about a time you had to shape culture through rewards. What was the situation, what did you do, and what was the result?
canon · responsibility · observed
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
03Tell me about a time you had to manage large C&B teams. What was the situation, what did you do, and what was the result?
canon · responsibility · observed
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
04Tell me about a time you had to collect fees, commissions, or other payments, according to contract terms. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 4.57
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
05Tell me about a time you had to send samples of clients' work and other promotional material to potential employers to obtain auditions, sponsorships, or endorsement deals. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 4.49
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
06Tell me about a time you had to keep informed of industry trends and deals. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 4.28
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
07Tell me about a time you had to conduct auditions or interviews to evaluate potential clients. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 3.99
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
08Tell me about a time you had to negotiate with managers, promoters, union officials, and other persons regarding clients' contractual rights and obligations. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 3.99
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
09Tell me about a time you had to confer with clients to develop strategies for their careers, and to explain actions taken on their behalf. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 3.95
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
10Tell me about a time you had to develop contacts with individuals and organizations, and apply effective strategies and techniques to ensure their clients' success. What was the situation, what did you do, and what was the result?
O*NET task · observed · IM 3.86
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.

Work-style probes 5

A second question type (per the evidence: multiple question types outperform any single type) probing the work-style constructs O*NET rates as important to this occupation.

Describe a situation that required Attention to Detail. How did you approach it?
O*NET work style · IM 2.65
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
Describe a situation that required Dependability. How did you approach it?
O*NET work style · IM 2.5
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
Describe a situation that required Optimism. How did you approach it?
O*NET work style · IM 2.49
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
Describe a situation that required Integrity. How did you approach it?
O*NET work style · IM 2.42
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.
Calibration reference (not this probe's own anchor — a related leveled competency)
Integrity/Honesty — Instills a climate of trust by admitting own mistakes and taking responsibility for one's actions Discusses potential ethical problems and wrong- doing with employees and responds appropriately OPM Leadership Proficiency Levels · Level 4 - Advanced
Describe a situation that required Leadership Orientation. How did you approach it?
O*NET work style · IM 2.3
Rating frame (5-point )
5 · Exceeds
⟨anchor⟩
3 · Meets
⟨anchor⟩
1 · Below
⟨anchor⟩
⟨anchor⟩ slots are completed by the rater against observed behavior during the interview.

Panel instructions

Fixed methodology, evidence-backed — not a claim of local validation for this profile or your organization.

Score independently first: every panelist records their own rating before any discussion.
Ask every candidate the same questions, in the same order, from this guide.
Rate against the anchored 5-point scale for each question — not overall gut feel.
Take notes during the interview, against each question, not from memory afterward.
Reconcile scores as a panel only after every panelist has recorded an independent score.

Methodology footnote

[A3] Past-behavior questions paired with descriptively-anchored rating scales are the strongest structured-interview format — why this guide leads with them and anchors every question.
[A4] All major question types carry validity; using more than one (here: behavioral + work-style probes) is stronger than relying on a single type.
[A5] Independent panel scoring followed by reconciliation lifts inter-rater reliability well above a single interviewer scoring alone — why this guide's panel instructions require it.

Register: docs/research/SELECTION-ASSESSMENT-EVIDENCE.md §A. This guide cites the evidence for the format; it makes no claim of validation for this specific role.

This page includes information from the O*NET 30.3 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license (https://creativecommons.org/licenses/by/4.0/). O*NET® is a trademark of USDOL/ETA. USDOL/ETA has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

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