Interview Questions. Certain interview questions can give rise to allegations of age, race, gender, and other forms of employment discrimination. This document provides a sample of permissible interview questions.
Interview Questions. All interview questions will be relevant to the qualifications, skills and abilities needed to perform the duties of the position. The Region shall ensure that uniform interview questions are asked of all applicants for the position. Upon request, the Region will supply the applicant with a summary of their own screening or interview results.
Interview Questions. Any structured interview for vacant positions will include the administrator and one (1) classified employee who will use a structured interview format when conducting interviews. The question and answers will be job-related, and ratings will be based on criteria identified. Each candidate who is not selected will be advised of the basis for non-selection.
Interview Questions. Explanation Why do you want to be a Board member? What specific skills would you bring to the Board? Please give specific examples of your ability in interpersonal relationships and teamwork. What do you see as the role of a Board member? What have you done to prepare yourself for the challenges of being a Board member? Please describe your previous community or non- profit experiences. What areas in the district would you like to see the Board strengthen? What is your availability to meet the time, training commitments, and other responsibilities required for Board membership? Describe what legacy you would like to leave behind. Interview questions are at the Board's sole discretion. This list is not exhaustive, but it may help the Board tailor its questions toward finding a candidate who will approach Board membership with a clear understanding of its demands and expectations along with a constructive attitude toward the challenge. The Board may also want to consider allowing an equal amount of time for each interview. See IASB's Recruiting School Board Candidates, available at: xxx.xxxx.xxx/xxxxxxxx/xxxxxxxxxx.xxx A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. Conduct interviews with candidates (interviews may occur in closed session pursuant to 5 ILCS 120/2(c)(3)). Interview Plan Explanation In each interview, the Board President will: Introduce Board members to the candidate at the beginning of the interview. Describe the Board's interview process, selection process, and ask the candidate if he or she has questions about the Board's process for filling a vacancy by The Board President will lead the Board as it interviews prospective candidates. See Board policy 2:110, Qualifications, Term, and Duties of Board Officers. The president presides at all meetings (105 ILCS 5/10-13). The Board may also want to consider allowing an equal amount of time for each interview.
Interview Questions. This displays the questions used during the interviewing phase of the research. Content validity of the interview questions was safeguarded by the inspection and assessment of several experts as recommended by Lunenburg and Xxxx (2008). This included a professor of qualitative studies at Concordia University, Irvine, three colleagues in the researcher’s doctoral cohort, and three coaches from a school district in California.
Interview Questions. The questions for the interview were created also considering the needs of each task. We used two level internal quality assurance just like we did on creating survey questions in order to obtain better results. Each set of questions was reviewed by other task members in our cross-‐task group, and finally all questions were gone through by members outside our cross-‐task group. We carried on pilot interviews with the National Archives of Hungary, The Archives of the Republic of Slovenia, the National Archives of Norway and the Danish National Archives prior to other interviews to detect any possible problems that might occur. This was also to check to see if we fit in desired one-‐hour time-‐frame and make sure that all questions are well and unequivocally understood. Also the questions were amended based on feedback from the pilot interviews, and they were further refined iteratively throughout the whole interview process based on feedback from interviewees. Interview guidelines The following guidelines were developed to give the best possible conditions for interviews and ensure consistency. General principles • All potential respondents should be contacted prior to the interviews. • All terms and rules should be introduced during the contact making process. • All key questions should be sent beforehand. • All privacy concerns should be regulated with the legal agreement. • All prior information about the respondents and their current situation should be clear to all interviewers beforehand. Questions • The questions will be created prior to the interview. • Open-‐ended questions will be allowed. However, when open-‐ended questions are used it is a good idea to have a list of topics that should be covered in the question to ensure that the necessary information is obtained. • Questions will be grouped by respondent’s type. • The interviewer will ask each respondent’s group the same set of key* questions. • Ordering and phrasing of the key* questions will be kept consistent from interview to interview. *All key questions should be easily identified in the questions list. Establishing the connection and recording the interviews • Interviewers use Skype even if the respondents use telephone because of the agreed recording functionality and constant quality. • All conversations will be recorded with the MP3 Skype Recorder tool. If the respondent rejects the recording agreement then the recording should not take a place. • Recordings will not be shared ...
Interview Questions. Interview or application questions (i.e., questions during the selection process) which are not directly job- or position-related are oftentimes considered direct evidence of discrimination. (There is no problem requesting necessary information after the selection process is complete, however.) At a minimum, to protect from liability, it is always advisable to avoid certain types of questions during the selection process. If a manager does not have information available during the selection process, the manager will always be able to legitimately state that the selection was not based on that information. Non job- or position-related questions, i.e., questions that do not directly address the applicant's ability to perform the essential duties of the position, include the following: Questions related to marital status (also preferred forms of address). Questions related to children (also ages of children and child care arrangements made or needed) or to pregnancy and/or reproduction (including future family planning). Questions related to the ability to work overtime or to travel (with reference to dependents or family life). When overtime and/or travel are duties of the position, it is acceptable, however, to describe duties and ask if applicant foresees any problem in fulfilling the duties. Questions related to disability or medical conditions (including questions on nature or origin of a disability, commuting arrangements, sick leave usage, or ability to perform marginal duties of the position).
Interview Questions. 1. Tell me about your current/most recent position
Interview Questions. 1. How do you describe your experience in a host country? Please, explain why by giving some examples
Interview Questions. Interviews, on the other hand, should be designed to do two things: solicit the specific kinds of information you are seeking and leave room for volunteering other information or observations. The emphasis on volunteering other information is greater in an interview than in a survey. Your interview respondents should be selected for the depth of their knowledge and, because of that, their ability to expand on the basic questions. Build in open-ended, leading questions. For example: In your opinion, why did a certain project or program succeed or fail? Where and how do you find volunteers? What is the nature of your private/public sector support? Has your level of public funding changed significantly over the past five years, and to what would you attribute this? Again, be sure to collect the essential, baseline data you need to complete your inventory. In this regard, interviewees are on the same footing as survey respondents. You need to know their function, their specific sector, and how they use or provide resources. Don’t make assumptions; groups may have connections or functions of which you are not aware. Possible Survey & Interview Questions Survey Questions for Supporting Respondents Interview Questions for Core Respondents “the major mapping tool is the ‘cultural assessment’ or audit, which involves investigations into census data bases; community profiling through surveys, interviews, and focus groups; ethnic profiling; profiling of tourism and leisure activities; and profiling of arts-related organizations and business.” – xxxxxxxx Xxxxxxxxx, Full House theory Stage III: Implementation- Explore Step 9 – Contacting the Community The next step is to approach members of the community in order to collect the data. You should do a little spadework before giving your interviewers the go-ahead. ANNOUNCING THE PROCESS It is always a good idea to let the public know about the study, usually through a media release and public communications. If local media pick it up as a story, so much the better. This advance notification tends to stimulate a buzz. It can give potential respondents a chance to think ahead about their contribution and issues that are important to them. It can also save your researchers time otherwise spent explaining the nature of the exercise and its objectives. Another avenue is to build an announcement into the agendas of organizations and associations. Ask the chair or convener of a meeting to mention the mapping project and lead a d...
