Before we can interview for interest and passion, we have to define the work. It’s always about the work.

Most S-III roles are system roles, building systems that don’t solve problems, but prevent them. The tools at S-III are work flow diagrams, time and motion studies, schematics, sequencing and planning. The role is typically the manager of a functional team (marketing, sales, business development, estimating, operations, QA/QC, warranty, research and development, HR, legal). Longest time span goals and objectives would be 12 months – 16 months – 20 months – 24 months. Learning would include analytic. Highest level problem solving would include root cause and comparative analysis. Value-add to the organization is consistency and predictability. It is the role at S-III to create the system, monitor the system, constantly improve the system. One of the most important systems at S-III is the people system inside the function.

Managerial roles at S-III are accountable for the output of the team at S-II.

Given a large customer problem, the central question for the S-III manager is, why didn’t our system prevent that problem, or at least, mitigate the damage from that problem.

Interview questions –

• The purpose of these next questions is to look at some of the systems you built and how you built them. Tell me about a project you were accountable for, containing several steps, that was similar to other projects you completed in the past?
• What was the project?
• What was your role on the project?
• How long was the project?
• Using this project as an example, tell me about a system you created to solve its problems and make its decisions?
• What were the circumstances in the project that lead you to create a system?
• Step me through the system that you created?
• How did you communicate the steps in the system to the team?
• How did you test the steps in the system to make sure they were in the best sequence?
• During the project, did any of the steps in the system change?
• When steps in the system changed, how did you track the changes and modify the system?
• When the project was totally complete, what parts of the system could be applied to other projects?
• Think about the next project where that system was useful?
• What was the project, why was that project a candidate to use the same system?
• What modifications did you have to make to the system, so it had a positive impact of this next project?
• How did you document the modification to the system?
• How was this system important to the effectiveness of your functional team?
• Tell me about another system you created related to a project in your company?

Each of these questions asks for a specific piece of data about the candidate. And though we are trying to find out about an attitude or feeling, the questions are still laser focused on the work.

How to Interview for Passion at S-I Level of Work
How to Interview for Passion at S-II Level of Work