Hourly/Non-management – Note Taking Form

Date:       Applicant Name:      

Requisition #:       Title of Position Applied For:      
Internal/External: Interviewer Name/Title:      
IMPORTANT: Instructions for Use
 Use only this form to record interview notes
 All interviewers must send completed Interview Note Taking Forms and the Interview Feedback Form to the Hiring
Manager within 24 hours of conducting an interview.
 All forms must be kept in a secure location consistent with company policy.  Questions regarding record retention
should be directed to your local HR Leader or sent to myHRConnection@marriott.com.
 The Hiring Manager must send all forms for all applicants to the HR Leader/MSB GM.
 AN OFFER OF EMPLOYMENT CANNOT BE EXTENDED UNTIL ALL FORMS FOR ALL APPLICANTS ARE
PROVIDED TO YOUR HR LEADER/MSB GM.
Key Background Review
     

QUINTA REAL: 8600

INGENIERIA AGRONOMO, NESTLE: 25'000 1 AÑO,

MENSUALES: 4 MIL

+ PACIENCIA, HONESTIDAD Y ETICA PROFESIONAL

-LA TOLERANCIA A LA FRUSTRACION CUANDO LOS PLANES NO SALEN A CORDE A LO ESTABLECIDO

Competency: Choose an item or enter a competency name Question Number: 1

Situation/Task
EN EL TEMA DE LA OCUPACION EN CRISTAL,
ENTRE CUANDO ESTABA INICIANDO,
ESTABAN ESTABLECIENDO LOS PROCESOS,
TENIAMOS PICOS DE OCUPACIONES
DISPOBIBLE
Action Result
AL MOMENTO DE RECIBIR HUESPED LA      
ACCION LO QUE SE ME OCURRIO PARA
RESOLVER FUE ASIGNAR CUARTOS
UOGRADE, SE HABLO CON EL GERENTE Y SE
APROBARON 3 HABITACIONES DE ROOM, SE
COMUNICO A VENTAS Y RESERVACIONES
PARA PLANIFICARLO BIEN

Rating: + / −¿
Fit Notes:          

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 Hourly/Non-management – Note Taking Form
Competency: Choose an item or enter a competency name Question Number: 3
Situation/Task Action Result
ES CUESTION DE ADPTABILIDAD, CUANDO EN LA PARTE DE NESTLE, LA PERSONA QUE      
ESTA EN AMBIENTE MUY GERENCIAL, SE ERA DE RECURSOS HUMANOS ERA UNA
TRABAJA MUHCA PRESION, PERSONA COMPLICADA, ME LIMITE A TENER
UNA RELACION ESTRICATMENTE LABORAL,
ERA UNA PERSONA QUE TENIA PROCESOS
DE ACOSO, TRABAJAMOS JUNTOS Y HASTA
AHÍ

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number: 4

Situation/Task Action Result
EN NESTLE MI TRABAJO ERA COMPRADOR DE ME CONVERTIA EN EL VENDEDOR DE LA      
MATERIA CLIMA, EMPRESA, NO TENEMOS LAS MEJORES
PRESTACIONES DE MATERIA PRIMA, EL
TENER TODO EL TIEMPO HABLANDO CON
PROVEDORES Y PRODUCTORES, NO
TENIAMOS CONTRATO SOLO DE PALABRA,
SIEMPRE ME HA DADO ORGULLO TENER
BUENA RELACION CON LOS PROVEDORES

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number: 2

Situation/Task Action Result
SALIRME DE NESTLE Y RERESAR Y TRABAJAR            
EN EL NEGOCIO FAMILIAR

Rating: + / −¿
Fit Notes:          

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 Hourly/Non-management – Note Taking Form
Competency: Choose an item or enter a competency name Question Number: 1
Situation/Task Action Result
A LA HOTELERIA, EL PODERLA SOBRELLEVAR ME ENFOCO Y ME ORGANICE PARA REALIZAR      
UNA VEZ ME TODO COORDINAR CHECK IN Y MIS ACTIVIDADES EXITOSAS
EVENTOS

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number: 5

Situation/Task
MI SUGERENCIA FUE EN UN LUGAR QUE
TENIA POLITICAS ESTBLECIDAS EN CRISTAL
SIEMPRE HBIA OPORTUNIDAD DE SUGERIR
Action Result
POR SOBREVENTA MI SUGERENCIA ASIGNAR      
CATEGORIAS MAS ALTAS, Y COMUNICAR A
VENTAS Y GERENCIA, NADIE SE ANIMABA A
TOMAR DECISION SOLO

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number: 5

Situation/Task Action Result
SOY UNA PERSONA DISCIPLINADA VOY AL A MI ME AYUDA EN RELACIONES      
GYM Y EL BOX, ME AYUDA A CONSTRUIR MAS INTERPERSONALES, GENERAR EMPATIA
PACIENCIA

Rating: + / −¿
Fit Notes:          

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 Hourly/Non-management – Note Taking Form
Competency: Choose an item or enter a competency name Question Number:      
Situation/Task Action Result
                 

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number:      

Situation/Task Action Result
                 

Rating: + / −¿
Fit Notes:          

Competency: Choose an item or enter a competency name Question Number:      

Situation/Task Action Result
                 

Rating: + / −¿
Fit Notes:          

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 Hourly/Non-management – Note Taking Form
Open Text for Buy-Time Question (or use a STAR entry if appropriate)
     

Notes for Communication

     

Notes for Professional Demeanor

     

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 Hourly/Non-management – Feedback Rating Form
Date:       Applicant Name:      
Requisition #:       Title of Position Applied For:      
Internal/External: Error: Reference source
Interviewer Name/Title:      
not found
Note: Candidate information will auto-populate from Page 1.

Rate each of the following Competencies based on the responses (STARs) you collected during your interview.
Clarification
Competencies (by Performance Contribution Area) Rating
(if needed)
Observed Competencies
Communication            
Professional Demeanor            
General Competencies
Adaptability/Stress Tolerance            
Contributing to Teams            
Customer Relationships            
Problem Solving and Decision Making            
Time Management            
Initiative            
Fit (if applicable)
Brand Fit            
Instructions
Categorize STARs into appropriate competencies, if not done so already. A STAR can only be categorized into one competency. Use
the key actions found in this guide to determine the most appropriate competency.
Rate each STAR as a good (+) or bad (-) behavioral example.
Consider the relative importance (weighting) of each STAR by reviewing how recently it happened, its impact, and similarity to the
needs of the target job.
Evaluate and record a rating of the applicant’s performance, in the rating box (lower right-hand corner of each competency page), for
each competency using this scale:
5 Much more than acceptable (Significantly exceeds criteria for successful job performance)
4 More than acceptable (Exceeds criteria for successful job performance)
3 Acceptable (Meets criteria for successful job performance)
2 Less than acceptable (Generally does not meet criteria for successful job performance)
1 Much less than acceptable (Significantly below criteria for successful job performance)
Clarification Ratings – Use these ratings as appropriate:
N – Did not cover this competency W – Weak/Want more data to verify rating
Note on Rating Applicants: An Acceptable (3) rating is your target. The “Acceptable” rating does not mean “average”, but rather
means that you believe the applicant, if hired, would be a solid performer and consistently meet expectations within a particular
competency area. If you rate an applicant as “Acceptable” in every competency area, you expect that he or she can generally do the
job you are hiring them for as soon as he or she begins work.
Next Steps:
- Hiring manager will collect all notes associated with the hiring effort
- After hiring decision is made, the Hiring Manager will forward ALL notes from ALL applicants’ interviews to HR Leader / MSB
GM who will retain in a secure location per company policy.
Key areas that differentiate this candidate May lack readiness in the following areas
           

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Hourly/Non-Management – Consensus Rating Form

If additional Managers or Supervisors are involved in the interview process, then Hiring
Managers use this form to input each rating accordingly.

Date:           Applicant Name:           Requisition #:          

Position:           Internal/External: Error: Reference source
not found
Interviewer A (Hiring Mgr):           Interviewer B:           Interviewer C:          
Note: Information for top-two rows will auto-populate from Page 1.
Hiring Manager Instructions for Use Rating Scale
1. Before the Data Integration meeting, record each interviewer's 5 Much more than acceptable
ratings for each competency. Be sure to include the Recruiter's ratings. 4 More than acceptable
2. During the Data Integration meeting, facilitate conversation 3 Acceptable
regarding the applicant's interview experience and STARs to 2 Less than acceptable
determine the Consensus Ratings for each competency and make the 1 Much less than acceptable
Proceed/Do Not Proceed decision.
3. Once the hiring decision has been made, send ALL Interviewer Note Taking forms for ALL APPLICANTS and the
Consensus Rating Form to your HR Leader/MSB GM. This step must be completed before an offer can be
extended.

     : By initialing in the box, I certify that I provided the notes and ratings for all applicants to my HR
Leader/MSB GM.

Consensus Rating Grid

Interview Ratings Consensus

Interview Competency
Hiring Manager (A) B C Ratings
Observed Competencies
Communication                        
Professional Demeanor                        
General Competencies
Adaptability/Stress Tolerance                        
Contributing to Teams                        
Customer Relationships                        
Problem Solving and Decision
                       
Making
Time Management                        
Initiative                        
Fit (if applicable)
Brand Fit                        

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