Final Interviews Sample Clauses

The 'Final Interviews' clause establishes the requirement and process for conducting concluding interviews with candidates before making a final hiring decision. Typically, this clause outlines who will participate in these interviews, such as senior management or key stakeholders, and may specify the format or criteria to be assessed. Its core practical function is to ensure that all relevant parties have the opportunity to evaluate the candidate thoroughly, reducing the risk of unsuitable hires and promoting consensus in the selection process.
Final Interviews. The Selection Committee will:  Be responsible for developing final interview questions, and for providing agreed upon questions to the EEO/Recruitment Coordinator, or designee.  Participate in the final interview.  Discuss the merits of each candidate after final interviews conclude.  Be responsible for giving due consideration to each finalist. If the Search Committee ranked candidates, the Selection Committee members will then be informed of the Search Committee’s ranking of the finalists. After discussing the qualifications of candidates, the College President makes his/her selection. If the Search Committee’s first choice is not selected for the position, and the Search Committee Chair objects to the College President’s choice, the College President will meet with the Search Committee to discuss the reasons prior to the position being offered to the candidate. The College President then recommends his/her selection to the Chancellor. All recommended candidates are subject to Board of Trustees approval. College Human Resources, or designee, is responsible for timely notification to each of the candidates of the College President’s decision.
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Final Interviews. It is important to hire right the first time...someone who not only meets the criteria of experience and training, but meets the personality test as well. The finalist has to “feel” right. Final interviews are, quite frankly, final. At this stage, every candidate who is invited to the interview is well-qualified to fill the position. It is now a matter of choosing the candidate whose personality best fits the culture of the Commission. At this stage, the candidates are not the only ones being interviewed. The Commission is also being “interviewed” by the candidates. This selection has to be right for both parties. We know the candidates well before they show up to be interviewed. When all is considered, there is a short time to get to know the candidates during the interview process and a long time to spend with the candidate once he or she is selected. That is the reason for the careful vetting and screening process leading up to the final interviews. We collaborate with you to provide the best possible final interview process commensurate with established process and priorities. We will assist in planning the interview process, handle the logistics for the candidates, provide specific targeted questions for the Commission to use, and provide advice regarding subjects that are not legal to discuss in interviews. We assist, support, and give guidance as requested for the final interviews.
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Final Interviews. The Selection Committee will:  Be responsible for developing final interview questions, and for providing agreed upon questions to the Human Resources Coordinator/EEO Representative or designee.  Participate in the final interview.  Discuss the merits of each candidate after final interviews conclude.  Be responsible for giving due consideration to each finalist. If the Search Committee ranked candidates, the Selection Committee members will then be informed of the Search Committee’s ranking of the finalists. After discussing the qualifications of candidates, the College President makes their selection. If the Search Committee’s first choice is not selected for the position, and the Search Committee Chair objects to the College President’s choice, the College President will meet with the Search Committee to discuss the rationale prior to the position being offered to the candidate. The College President then recommends their selection to the Chancellor. All recommended candidates are subject to Board approval.
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Final Interviews. Coordination of Final Interview Process
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Related to Final Interviews

  • Interviews An applicant for a posted position with the Employer who is not on a leave of absence without pay and who has been called for an interview shall suffer no loss of basic earnings to attend. Should an employee require a leave of absence from duties for the interview, their supervisor shall be notified as soon as the requirement to appear for an interview is made known.

  • Interview A new employee will have the opportunity to meet with a representative of the Union in the employ of the Hospital for a period of up to minutes during the employee's orientation period without loss of regular earnings. The purpose of the meeting will be to acquaint the employee with such representative of the Union and the collective agreement. Such meetings may be arranged collectively or individually for employees by the Hospital as part of the orientation program." "No employee shall be required or permitted to make any written or verbal agreement with the Hospital or its which conflicts with the terms of this agreement. No individual employee or group of employees shall undertake to represent the union at meetings with the Hospital without proper authorization from the union."

  • Interview Expenses An in-service applicant for a posted position who is not on leave of absence without pay and who has been called for a panel interview shall be granted leave of absence with base pay and shall have their authorized expenses paid. An employee granted leave under this section shall notify their supervisor as soon as they are notified of their requirement to appear for an interview.

  • Interview Period It is agreed that upon commencement of employment new employees will be advised by a representative of the Hospital of the existence of the Union and the conditions surrounding their employment as contained in the herein collective agreement and any rules that may be formulated under its terms. It is also agreed that a representative of the union will be given an opportunity to interview each employee once within the completing month of his/her probationary period for the purpose of ascertaining the wishes of the employee concerning membership in the Union. Such interview may take place on the day of orientation. The Hospital will notify the Union monthly of the names of those employees who are completing their probationary period and on request will arrange a time and place for such interview that time of which shall not exceed 15 minutes. Neither employee shall suffer loss of regular pay as a result of such interview.

  • Investigatory Interviews ‌ A. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes discipline could result. An employee may also have a union representative at a pre-disciplinary meeting. If the requested representative is not reasonably available, the employee will select another representative who is available. Employees seeking representation are responsible for contacting their representative.