Common use of Candidate Interviews Clause in Contracts

Candidate Interviews. A. The parties agree that interviews can be one of the tools used by selecting officials as part of the selection process. The parties recognize that interviews may be used as a means to validate competencies as described in the candidates’ resumes. B. When a list contains 12 or less best qualified promotion candidates referred to the hiring manager, all candidates will be interviewed. When more than 12 are referred, management will interview at least 12 candidates, but may interview more. The selecting official may choose not to interview candidates he/she has interviewed for the same position in the preceding six (6) months. C. Interviews will be conducted in essentially the same manner with regards to questions asked and the information being sought so that all candidates are given an equitable opportunity to present themselves and their qualifications. D. The Employer has the sole and exclusive right to determine whether or not to use interview panels. If panels are used they must use the same questions for all applicants and the panel members must be an odd number (i.e., a minimum of three (3) panel members). This determination cannot be negotiated in Local Agreements. Use of such panels will be disclosed to the candidates at the time the interviews are scheduled. E. Employees will be released from duty, contingent on supervisor approval, for interviews. Subject to mission requirement and supervisor approval, employees may request a temporary shift change (e.g., night shift to day shift) on a scheduled interview day. ▇. ▇▇▇▇, on rare occasions, may be asked to serve on an interview panel as a subject matter expert. They will be advised by the interview panel chair of the confidentiality of the interview process, any discussions taking place during that process, and the identity of the interviewee(s).