The Interview Sample Clauses

The Interview. All short-listed applicants will be offered an interview. At the interview you may be required to bring with you original qualifications and/or tickets for viewing by the panel. The interview will consist of a series of questions based on the position requirements. You will have the opportunity to explain and expand on the information provided in your application. The selection panel’s task is to establish whether you possess the necessary skills, and attitudes to perform the duties and requirements of the position and in some cases have the potential to acquire these skills within a reasonable time period. Your task is to demonstrate to the selection panel on how well you meet the position requirements and to determine whether the position is suitable for you. Remember, the interview is a two way process. Therefore, as well as the interviewer asking questions, you may ask questions as well. Dependent upon the position, if you are selected for an interview and are required to attend in person, Council may pay for your return airfare (if applicable). Any other expenses associated with the interview will be borne at your expense. During the interview, it would be preferable if you could provide a firm commencement date should you be successful in obtaining this position. Preparing for your interview: • Carefully read the Position Description and in particular the position requirements and functions of the position; • List key issues relating to each criteria; • Think of likely questions, which would directly apply to the Position Description.
Sample 1Sample 2Sample 3See All (7)
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The Interview. The Agency shall ensure the interview is conducted by a suitably skilled and experienced employee who, with regard to the redeployee’s status, explains and discusses:
Sample 1Sample 2
The Interview. You will find all sorts of people working within your placement company. They do many different kinds of jobs, not all of which may seem interesting to you. Try to find some people doing jobs that you think are interesting. Consult your placement supervisor regarding who among your choices would be best to interview and then SELECT TWO. Next, politely ask the people you have chosen if you might ask them a few questions for your interview. What is the purpose of this interview? You want to find out if someone enjoys his/her work and why. But, how do you conduct an interview? • Prepare your questions ahead of time. • Take the time to make notes of the answers. • Ask a follow-up question if you receive an incomplete or unclear answer. • Politely thank your interviewee for taking time from their busy day to speak with you. Take a look at the interview questions on the following pages. Ask these questions but also come up with THREE QUESTIONS of your own. Write down the answers in the spaces following the questions. You can do this first on separate scratch paper and then, at the end of the day, you can write them out neatly in this logbook. THE INTERVIEW (First introduce yourself, of course.) Name of the person you are interviewing/have interviewed: …………………………………………………………………………………. Job:…………………………………………………………………………………………………. Questions: Answers: What sort of work do you do? Why did you decide to go into this ………………………………………………………. ………………………………………………………. ………………………………………………………. line of work? ………………………………………………………. ………………………………………………………. ………………………………………………………. Which aspects of your work do you find the most interesting? ………………………………………………………. ………………………………………………………. ………………………………………………………. What are some of the less appealing aspects of your job? ……………………………………………………….. ……………………………………………………….. ………………………………………………………. Do you think your work is • Difficult? ………………………………………………………. • Tiring? • Varied enough? ………………………………………………………. ………………………………………………………. How many hours per week are you …………………………………………………….. scheduled to work? Do you sometimes/frequently put in overtime? …………………………………………………….. Are there opportunities for further …………………………………………………….. advancement within this company ? ……………………………………………………… ………………………………………………………. What sort of education or training is …………………………………………………… necessary for your position? How long did this study take ? ……………………………………………………. …………………………………………………… Do you think that you are well-paid for …………………………………………………… your work? ………………………………………...
Sample 1
The Interview. It is important to establish (1) that no nexus existed, and (2) that there was no reliance on a nexus by the issuing supervisor and concurring official when the case is being investigated at the earliest stages. Management advocates will invariably attempt to establish some post disciplinary nexus at arbitration--even though the issuing supervisor probably hadn't a clue as to what the nexus principle was--much less what nexus may have existed-- when the discipline was initiated and issued. Even if a management advocate can produce newspaper article after newspaper article stating the disciplined employee's name, Post Of- fice of employment, etc., at arbitration--if the issuing supervisor did not rely upon those arti- cles, then there was no nexus when the discipline was initiated and issued. However, without clear establishment of what the supervisor relied upon and what reasoning was behind the decision to discipline--through the interview--then management will testify at the arbitration hearing all about the nexus that is then claimed to be the reason the action was initiated. The interview is as important in a nexus case as it is in any element of due process and Just Cause. Some examples of the interview in a nexus case are as follows:  Xx. Xxx'x conduct occurred off the clock?  Xx. Xxx'x conduct occurred off the premises?  Were you present when this alleged misconduct occurred?  How did you find out about this misconduct?  Did you read about Xx. Xxx in the newspaper? What newspaper? When?  Do you have these articles?  Did you hear about Xx. Xxx on the radio? What radio station? When?  Do you have audio tapes of these reports?  Did you see Xx. Xxx on television? What television station? When?  Do you have videotapes of these reports?  Did you receive customer complaints about Xx. Xxx'x continued employment? From whom? Names? In writing? When?  Do you have these written customer complaints?  Did Xx. Xxx make any arrangements for the sale (which occurred off the clock) while he was at work?  What evidence do you have of such arrangements? Taped telephone calls? Taped conversations?  You based this removal solely on Xx. Xxx'x behavior off the clock?  What evidence did you rely upon connecting Xx. Xxx'x conduct to his postal job? We must limit management's ability to justify a discipline after the fact through establish- ment of a post disciplinary nexus. In this regard, the interview may be our only tool. THE ARBITRATORS Since the National...
Sample 1
The Interview. Power and Water shall ensure the interview is conducted by a suitably skilled and experienced employee who, with regard to the redeployee’s status, explains and discusses:
Sample 1
The Interview. It is of the utmost importance to take an objective position in order to make the interview succeed. Stay calm and confident, it is after all a business conversation. Maintain an active but relaxed attitude and try to avoid twitches. Eye contact is important, but make sure not to stare. It is essential to listen carefully and to ask questions when necessary. Don't give in too quickly but remain reasonable. At the end of the conversation, it is important to go over the arrangements that have been made, so that both parties have a clear idea of what they are agreeing to. Make sure you receive all the agreements on paper, before you seal the deal.
Sample 1
The Interview. (1) Each Panel member to make notes on each candidate during/immediately following the interview.
Sample 1
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The Interview. The Contractor will put together a draft discussion guide following a set up meeting/call with the Authority, but the points below show a possible discussion flow for this project: Respondent/business background Challenges faced by the business at the moment Key business priorities Pension provision/knowledge Current attitudes to pension schemes Current provision Awareness of legislation Specific knowledge levels (spontaneous) Brief reveal of creative routes (likely lead with press as assume it will be more comprehensive, but could be online) Spontaneous take out Reaction to overall look/feel/tone What have they learnt? More considered reveal What do they pick up now that was missed previously? Likes/dislikes of creative approach – look/feel/tone Understanding – what is it trying to say? How clear is it in getting the message across? What would they do as a result? Differences by channel? Who do they think it’s aimed at? Why? Explore tone in more detail vs. the Authority tone of voice guidelines Share campaign objectives How well do they think it performs against these? Which channels do the job better than others? Why? What about taken as a whole? What improvements would they make to achieve these objectives? Put themselves in the Authority’s shoes – what would they do How can they/we make this campaign as good as it can be to achieve its aims?
Sample 1
The Interview. (a) The Agency will ensure the interview is conducted by a suitably skilled and experienced Employee who, with regard to the redeployee’s status, explains and discusses: ii. Sections 41, 42 and 43 of the PSEM Act and these procedures.
Sample 1

Related to The Interview

  • 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 Other "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."

  • Your Billing Rights: Keep This Document For Future Use This notice tells you about your rights and our responsibilities under the Fair Credit Billing Act.

  • Vendor’s Resellers as Related to This Agreement Vendor’s Named Resellers (“Resellers”) under this Agreement shall comply with all terms and conditions of this agreement and all addenda or incorporated documents. All actions related to sales by Authorized Vendor’s Resellers under this Agreement are the responsibility of the awarded Vendor. If Resellers fail to report sales to TIPS under your Agreement, the awarded Vendor is responsible for their contractual failures and shall be billed for the fees. The awarded Vendor may then recover the fees from their named reseller. Support Requirements If there is a dispute between the awarded Vendor and TIPS Member, TIPS or its representatives may, at TIPS sole discretion, assist in conflict resolution if requested by either party. TIPS, or its representatives, reserves the right to inspect any project and audit the awarded Vendor’s TIPS project files, documentation and correspondence related to the requesting TIPS Member’s order. If there are confidentiality requirements by either party, TIPS shall comply to the extent permitted by law. Incorporation of Solicitation The TIPS Solicitation which resulted in this Vendor Agreement, whether a Request for Proposals, the Request for Competitive Sealed Proposals or Request for Qualifications solicitation, or other, the Vendor’s response to same and all associated documents and forms made part of the solicitation process, including any addenda, are hereby incorporated by reference into this Agreement as if copied verbatim. SECTION HEADERS OR TITLES THE SECTON HEADERS OR TITLES WITHIN THIS DOCUMENT ARE MERELY GUIDES FOR CONVENIENCE AND ARE NOT FOR CLASSIFICATION OR LIMITING OF THE RESPONSIBILITES OF THE PARTIES TO THIS DOCUMENT. STATUTORY REQUIREMENTS Texas governmental entities are prohibited from doing business with companies that fail to certify to this condition as required by Texas Government Code Sec. 2270. By executing this agreement, you certify that you are authorized to bind the undersigned Vendor and that your company (1) does not boycott Israel; and (2) will not boycott Israel during the term of the Agreement. You certify that your company is not listed on and does not and will not do business with companies that are on the Texas Comptroller of Public Accounts list of Designated Foreign Terrorists Organizations per Texas Gov't Code 2270.0153 found at xxxxx://xxxxxxxxxxx.xxxxx.xxx/purchasing/docs/foreign-terrorist.pdf You certify that if the certified statements above become untrue at any time during the life of this Agreement that the Vendor will notify TIPS within three (3) business day of the change by a letter on Vendor’s letterhead from and signed by an authorized representative of the Vendor stating the non-compliance decision and the TIPS Agreement number and description at: Attention: General Counsel ESC Region 8/The Interlocal Purchasing System (TIPS) 0000 Xxxxxxx 000 Xxxxx Xxxxxxxxx, XX,00000 And by an email sent to xxxx@xxxx-xxx.xxx Insurance Requirements The undersigned Vendor agrees to maintain the below minimum insurance requirements for TIPS Contract Holders: General Liability $1,000,000 each Occurrence/ Aggregate Automobile Liability $300,000 Includes owned, hired & non-owned Workers' Compensation Statutory limits for the jurisdiction in which the Vendor performs under this Agreement. Umbrella Liability $1,000,000 When the Vendor or its subcontractors are liable for any damages or claims, the Vendor’s policy, when the Vendor is responsible for the claim, must be primary over any other valid and collectible insurance carried by the Member. Any immunity available to TIPS or TIPS Members shall not be used as a defense by the contractor's insurance policy. The coverages and limits are to be considered minimum requirements and in no way limit the liability of the Vendor(s). Insurance shall be written by a carrier with an A-; VII or better rating in accordance with current A.M. Best Key Rating Guide. Only deductibles applicable to property damage are acceptable, unless proof of retention funds to cover said deductibles is provided. "Claims made" policies will not be accepted. Vendor’s required minimum coverage shall not be suspended, voided, cancelled, non-renewed or reduced in coverage or in limits unless replaced by a policy that provides the minimum required coverage except after thirty (30) days prior written notice by certified mail, return receipt requested has been given to TIPS or the TIPS Member if a project or pending delivery of an order is ongoing. Upon request, certified copies of all insurance policies shall be furnished to the TIPS or the TIPS Member. Special Terms and Conditions • Orders: All Vendor orders received from TIPS Members must be emailed to TIPS at tipspo@tips- xxx.xxx. Should a TIPS Member send an order directly to the Vendor, it is the Vendor’s responsibility to forward a copy of the order to TIPS at the email above within 3 business days and confirm its receipt with TIPS. • Vendor Encouraging Members to bypass TIPS agreement: Encouraging TIPS Members to purchase directly from the Vendor or through another agreement, when the Member has requested using the TIPS cooperative Agreement or price, and thereby bypassing the TIPS Agreement is a violation of the terms and conditions of this Agreement and will result in removal of the Vendor from the TIPS Program. • Order Confirmation: All TIPS Member Agreement orders are approved daily by TIPS and sent to the Vendor. The Vendor should confirm receipt of orders to the TIPS Member (customer) within 3 business days. • Vendor custom website for TIPS: If Vendor is hosting a custom TIPS website, updated pricing when effective. TIPS shall be notified when prices change in accordance with the award.

  • Employee 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 15 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.

  • YOUR BILLING RIGHTS - KEEP THIS NOTICE FOR FUTURE USE This notice tells you about your rights and our responsibilities under the Fair Credit Billing Act.

  • The FTPS Unit Servicing Agent shall distribute to redeeming FTPS Unit holders of record on its books redemption proceeds it receives pursuant to Section 5.02 of the Standard Terms and Conditions of Trust from the Trustee as the sole record owner of FTPS Units on the Trustee's books.

  • Union Interview The Hospital will endeavour to schedule the time and place of the interview referred to in Article 5.06, within the first four (4) weeks of employment on hospital premises and at a time mutually agreed by the Union. The Hospital will advise the Bargaining Unit President or designate of all employees to be interviewed prior to the interview.

  • Exit Interview Upon termination of Employee’s employment for any reason, Employee agrees, if requested, to participate in an exit interview with the Company and reaffirm in writing Employee’s post-employment obligations as set forth in this Agreement.

  • 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.

  • 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.

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