Office Interview Toolkit Interviewers names Date of interview

Office Interview Toolkit. Interviewer‘s name(s): Date of interview: Candidate‘s name: Applied role:

Office Interview Toolkit Being a Brand Ambassador Every candidate is a potential customer and the experience they have during the interview will shape what they think of Tesco. Our aim is to give every candidate a positive experience and to keep them as a loyal customer regardless of outcome. In current challenging labour market, it‘s more often candidate who is choosing where to work than vice versa. We should make sure, that we create the great first impression as Tesco, we are open and honest to candidate, give them clear information and treat candidate with respect. WHAT IS MAKING TESCO A GREAT PLACE TO WORK? FLEXIBILITY • Different working options • Flexible work and place • Home office DEVELOPMENT AND LEARNING • Cross-functional career paths • Opportunity to learn • Internal trainings • Learning culture PREPARATION: • Review the candidate’s CV • Think about the necessary qualities or capabilities that you need • Think about what kind of person would make a good cultural fit • Prepare technical/business skills questions (the “what”) • Choose the most relevant questions from the Behaviours & Values section (the “how”) – two questions are recommended per each section • Prepare the environment: • Clean and calm room, water available • No interruption (phones, emails) • Be friendly, engaging, open and honest GREAT TEAM • Team activities and events • Informal environment • New offices • Trust and respect INTERVIEW TIPS: • Bring the role to life – Is it a new role? • • • Where does it sit within the structure? What are the key priorities? It’s a two way conversation: they are assessing whether they want to work for you/Tesco Show the active listening If the candidate turn from the question, politely bring them back on topic During the interview try to make observations and do the notes Try to be objective and not to be affected only by first impression

Office Interview Toolkit - WL 2 Interview li Open • Introduce yourself • Ask if candidate has any questions before the interview • Explain that you (or your colleague) will be taking notes • Explain to the candidate that we are looking for their best examples/answers to demonstrate their skills and experiencer projects. Career history Tell me about your experiences and career up to the present. Aadditional questions: • What has been your career highlight so far? • What do you like/dislike the most in your current role?

Office Interview Toolkit - WL 2 Motivation 1. Why are you leaving your current role/company? Answers: 2. Why are you interested in this role? Answers: 3. Why do you want to work for Tesco? (For internal candidates: Why do you want to work in this business area? ) . Answers: Competence indicators: ü Has a strong motivation for working in such a role ü Likes similar areas like they happen on this role ü Is honest about what he/she dislikes ü What he/she dislikes do not happen often on this role ü Is clear about the future career/aim Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office Interview Toolkit - WL 2 Professional skills (the „what“) To be completed by interviewer Question 1: Question 2: Question 3: Question 4: Question 5: Answers: . Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office Interview Toolkit Judgement 1. Describe the last time you had to do a decision on your own without having all information. Talk me through how you made the decision. What information was missing? Why was it missing? What were the key factors in the decision? What was the outcome? Answers: 2. What was the last time when you‘ve spotted any opportunity for change? Why do you think there was a need for change? What did you identify? What exactly did you do? What was the outcome? Answers: Competence indicators: ü Proactively identifies patterns and trends in information quickly and accurately ü Gives clear example of spotting potential problems and takes action to solve them ü Takes decisions based on the analysis of information ü Thinks through the impact of decisions in terms of customers, colleagues and business ü Clearly able to learn and adapt thinking as a result of initial failure Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office Interview Toolkit - WL 2 Drive 1. Describe the last time you did something beyond your formal boundaries of your role? What was that? Why did you decide to do it? What was the outcome? Answers: 2. What has been the biggest risk you take recently? Why did you decide to take this risk? What was the outcome? How did you feel? Answers: Competence indicators: ü Hungry to succeed and deliver, even beyond the formal boundaries of her/his role ü Is willing to challenge others as well as herself/himself ü Steps outside of her/his comfort zone ü Takes appropriates risks ü Acts in a positive manner ü Able to adapt on changes Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Influence 1. Describe the last time you asked for feedback and changed something based on that. What was the feedback? Why did you ask for it? What did you decide to change and why? What was the outcome? Answers: 2. What was the last time when you convinced someone about something? Why did you decide to convince her/him? What was the outcome? Answers: Competence indicators: ü Savvy around her/his own style ü Shows humility ü Uses challenge and feedback to grow and become more effective ü Able to works effectively based on insight into dynamics of organization and people around ü Is able to impact and inspire others ü Is able to adapt approach according to environment and people around ü Able to persuade others Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Leadership behaviours and values (the „how“) Collaboration Working together across the business to achieve shared success 1. Tell me about a time when you have supported or coached your peers or colleagues to help them achieve something. How did you approach this? Talk me through what you said. What was the outcome? Answers: 2. Describe a situation when you found it hard to work with others. What was the most difficult in that situation? What was your main goal? What was that person to you? What exactly did you do/say? What were the outcomes of your actions? What would you do differently? Answers: Competence indicators: ü Builds strong, trusting relationships within and outside own department ü Has a network that improves their effectiveness ü Is able to flex their style to fit in where necessary ü Creates a team spirit , role model in supportive and collaborative behaviour Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Empathy 1. Describe the last time where you built a good relation with a difficult colleague/customer. What was the difficulty in that case? What was your main goal and why? What exactly did you do? How did the situation end? What would you do differently? Answers: 2. Describe a situation, when you needed to understand other colleague‘s needs or point of view. What was the situation? What did you do to identify and understand their needs? What was the outcome? Answers: Competence indicators: ü Puts people at the heart of everything they do ü Takes time to understand how others feel and responding appropriately ü Typically takes time to see, hear and recognize others ü Builds intimate, trust-based relationships with a number of colleagues Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Responsiveness 1. Tell me about time you had to react quickly to some issue. What was the issue? Why was it urgent? What did you do? What was the outcome? Answers: 2. What was the last time you had to adapt to change? What was the situation? What impact did it have on you? How did you feel about the change? How did you adapt to the change? What was the outcome? Answers: Competence indicators: ü Makes decisions based on personal values and what’s right for customers ü Responds quickly without losing sight ü Takes measured risks to achieve results ü Thrives on change and take others with them to deliver Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Resilience 1. Tell me about a time you were under pressure to complete the task. How did this pressure affect your behavior? What did you do to maintain a quality of your work? What did you learn from that situation? Answers: 2. Describe a time you were not able to complete a task you got. What was your task? What happened? How did you feel? What did you learn? Answers: Competence indicators: ü Knows themselves well and how to be at their best ü Has energy and drive to deliver ü Integrates or balances home and work to generally achieve the right balance ü Generally stays positive and inspires confidence in others Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office. Interview. Toolkit - WL 2 Office Innovation 1. Give me an example of a time when you developed a new or different solution to a problem. Why did you think the problem needed a new solution? How did you develop the new solution? What feedback did you receive on how it was working? Answers: 2. Tell me about a time you have supported a peer or a team member colleague to think differently. What was the situation? What did you do? What was the outcome? Answers: Competence indicators: ü Continually scans the horizon for trends and business opportunities to improve the business ü Inspires innovation and improvement in his/her part of the business ü Keeps thinking current using a variety of sources ü Creates an environment where new ideas are welcomed and explored ü Is connected to the latest thinking inside and outside the business Conclusion: q 0 - Poor, or little evidence demonstrated q 1 - Fair, some limited evidence given q 2 - Good, acceptable level of quality/evidence provided q 3 - Excellent, lots of high quality examples of evidence demonstrated

Office Interview Toolkit - WL 2 Close Provide the details of the role the candidate has applied for Inform candidates about salary and benefits Technical details Can you please confirm your notice period? What salary would you require to take the job? To start at Tesco, we will need the following documents. Make sure you ask about them. • Bank account number • Qualification documents • Personal documents Explain the selection procedure to the candidate, and tell them when and in what form they will be notified. Ask if the candidate has any questions. Thank the candidate for taking the time to meet with you. Ensure the candidate leaves feeling valued and clear on when they will be contacted. Answers: .

Office Interview Toolkit - WL 2 Interview summary and feedback Competence Score (0 -3) Motivation Professional skills Judgement Drive Influence Collaboration Empathy Responsiveness Resilience Innovation TOTAL _____/30 Comments/feedback for candidate

Office Interview Toolkit - WL 2 What went well? What could they have done better? Do they have technical experience and knowledge needed for the role? What skill gaps have you identified? Result : q Accept q Reject Comments about decision if needed: What‘s next? Please email your completed summary and interview notes to your recruiter within 2 working days.