Interviewing Candidates Sample Clauses

The 'Interviewing Candidates' clause outlines the procedures and expectations for conducting interviews with potential employees or contractors. It typically specifies who is responsible for arranging and conducting interviews, the methods to be used (such as in-person, phone, or video interviews), and any requirements for confidentiality or non-discrimination during the process. This clause ensures that the interview process is conducted fairly and consistently, helping to mitigate legal risks and promote transparency in hiring decisions.
Interviewing Candidates. (a) The selecting official or a designee shall interview all or none of the BEST QUALIFIED candidates referred. (b) Telephone interviews are acceptable for candidates located outside of the local commuting area. (c) Supervisors shall release employees for such interviews for the necessary length of time.
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Interviewing Candidates. Following the closing date for the receipt of applications, the Employer will notify the Union representative of those persons applying. At all internal in-scope competition interviews where an existing employee has applied, the Union will endeavour to have a Selection Panel Representative in attendance. The role of the Union Selection Panel Representative shall be as a full participant in the selection process. The Union shall review and approve any new or significantly changed Interview Guides and any other assessment tool to be used during the assessment of the candidates for a position in order to ensure that the applicant's knowledge, skill, attributes and abilities for the position are properly assessed against the posted qualifications. For the purposes of this Article, significantly changed shall mean all changes to a guide or assessment tool except those to address errors and/or to further clarify the intent of a question/test. The panel shall ensure that the applicant is afforded the opportunity for an unbiased evaluation of their application (including the information that is obtained through the interview process). The union selection panel representative may request that the senior applicant receive an interview. External candidates will receive the same competency interview and assessment of qualifications that internal applicants received.
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Interviewing Candidates. 1. The selecting official must interview each DOL bargaining unit candidate on the Certificate. The interview of bargaining unit candidates should be done face to face where practicable if the candidates are in the same Region. When the selecting official and the candidate are in the same commuting area, the interview will be face to face. If the candidates are not in the same commuting area, the interview may be conducted by telephone. Supervisors must release DOL employees for such interviews for the necessary length of time. 2. In the event that circumstances make the candidate unavailable within five workdays after notification of certification, the interview need not be conducted.
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Interviewing Candidates. 1. The selecting official, designee, or selection panel may conduct optional interviews of BEST QUALIFIED candidates referred based on grade level as advertised. If there are five (5) or fewer candidates on a certificate, the selecting official or designee must either interview all or none of the candidates. 2. If a face-to-face interview cannot be arranged, a telephone interview will be held. In this case, the candidate should be given reasonable notice, normally one to two days. 3. Supervisors shall release employees for such interviews for the necessary length of time. 4. Interview questions, answers, notes and ranking documents shall be retained for 2 years after selection date, in accordance with OPM regulations.
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Interviewing Candidates guidance for selection panel Be prepared First Impressions Bring the role to life for the candidate Interview tips
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Interviewing Candidates. The selecting official must interview each DOL bargaining unit can- didate on the Certificate. The interview may be done face-to-face, by telephone, or by other state of the art technology as available. When the selecting official and the candidate are in the same commuting area, the interview will be face to face. Supervisors must release DOL employees for such interviews for the necessary length of time.
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Interviewing Candidates. □ Finalize phone interview questions. □ Finalize Interview Guide in preparation for in-person interviews. □ After posting period ends and recruiter has reviewed all applications, review top candidates and collaborate with recruiter to identify which candidates should be phone interviewed. □ Identify internal administrative support for scheduling interviews. □ Provide interview committee with position description, candidate resumes & Interview Guide. □ Gather interview feedback. Provide recruiter with timely feedback, direction for next steps. □ After posting period ends, review all applications and recommend top candidates for further evaluation by Hiring Manager. □ After discussion with Hiring Manager, conduct phone interviews using pre-screen questions and Behavioral Interviewing techniques. □ Present top 4-5 candidates to Hiring Manager.
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Related to Interviewing Candidates

  • Candidates The Superintendent or designee shall invite all current candidates for the office of Board member to attend:

  • Interviewing Opportunity A representative of the Union or ▇▇▇▇▇▇▇ shall be given an opportunity to interview each new Employee within regular working hours, without loss of pay, for a maximum of thirty (30) minutes during the first month of employment for the purpose of acquainting the new Employee with the benefits and duties of Union membership and its responsibilities and obligations to the Employer and the Union.

  • 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? 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. Please describe your previous community or non-profit experiences. What areas in the district would you like to see the Board strengthen? See IASB's Recruiting School Board Candidates, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇/▇▇▇▇▇▇▇▇▇▇.▇▇▇ A prospective candidate to fill a vacancy may raise other specific issues that the Board will want to cover during an interview. 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. 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 appointment. Describe the District's philosophy or mission statement. Describe the vacancy for the candidate by reviewing the: (1) qualifications, and (2) general duties and responsibilities of the Board and the Board members, including fiduciary responsibilities, conflict of interest, ethics and gift ban, and general Board member development. Begin asking the interview questions that the Board developed. Ask the candidate whether he or she has any questions for the Board. Thank the candidate and inform the candidate when the Board expects to make a decision and how the candidate will be contacted regarding the Board's decision. 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. Fill vacancy by a vote during an open meeting of the Board before the 60th day (105 ILCS 5/10-10, amended by P.A. 101-67, eff. 1-1-20). Announcement Explanation The Board appointed [appointee's name] to fill the vacancy on the Board. The appointment will be from [date] to [date]. The Board previously established qualifications for the appointee in a careful and thoughtful manner. [Appointee's name] meets these qualifications and has demonstrated the willingness to accept the duties and responsibilities of a Board member. [Appointee's name] brings a clear understanding of the demands and expectations of being a Board member along with a constructive attitude toward the challenge. The contents of the appointment announcement and length of time it is displayed are at the Board's sole discretion. The Board may want to consider announcing the appointment during its meeting and also by posting it in the same places that it posted the vacancy announcement. See Board policy 8:10, Connection with the Community. See Board policy 2:80, Board Member Oath and Conduct. Each individual, before taking his or her seat on the Board, must take an oath in substantially the form given in 105 ILCS 5/10-16.5. See Board policy 2:120, Board Member Development, and 2:120-E, Guidelines for Serving as a Mentor to a NewSchool Board Member. Orientation assists new Board members to learn, understand, and practice effective governance principles. See the IASB Foundational Principles of Effective Governance, available at: ▇▇▇.▇▇▇▇.▇▇▇/▇▇▇▇▇▇▇▇▇▇_▇▇▇▇▇.▇▇▇. DATED : December 16, 2019

  • Submitting Investigator An investigator who submitted a genomic dataset to an NIH designated data repository (e.g., dbGaP).

  • 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.