Interviewing Candidates. (a) The selecting official or a designee shall interview all or none of the BEST QUALIFIED candidates referred.
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 Selection Panel shall review and approve the Interview Guide 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 and abilities for the position are properly assessed against the posted qualifications. 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. The employer, through the Human Resources Department, shall contact the panel representative as much in advance of the interview as possible, giving the time, date, and location of the interview. External candidates will receive the same competency interview and assessment of qualifications that internal applicants received.
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.
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. Offer Process □ Conduct candidate reference checks; if candidate is internal, also check with HR Consultant or Recruiter to obtain performance review information. □ Consult with the Business Manager and HR Compensation to develop offer. Obtain approvals and extend verbal offer. □ Consult with Hiring Manager on the offer. □ Provide sample offer letters templates. □ After offer is verbally accepted, call candidate to initiate pre- employment checks. On-Boarding □ Within 1 – 2 business days of pre-employment clearance, hiring manager will receive an automated e-mail with the employee’s ND ID to initiate the Staff Personnel Action Form (SPAF). □ Call new hire to welcome and confirm start date. □ Notify the final candidates not selected via email or phone. Deselect remaining applicants within XX.xxxx. □ Arrange for facilities (desk, phone, computer access, etc.). □ Ensure completion of new hire paperwork within 3 days of employee’s first day. □ Recruiter confirms when pre-employment checks have cleared. □ Ensure candidates not selected are sent appropriate correspondence if needed. □ Fill posting to complete recruiting process. Typical Search Process Overview Responsibility Position is posted and recruiter has initial discovery discussion with the Hiring Manager Joint Discussion between Hiring Manager & Recruiter regarding Diversity opportunities or considerations Joint Posting/Sourcing period (Typically 2-4 weeks) Recruiter Candidate review Joint Conduct initial phone interviews Recruiter or Hiring Manager Recruiter and Hiring Manager select candidates to be interviewed in-person Joint Hiring Manager’s administrative suppor...
Interviewing Candidates guidance for selection panel Be prepared Before the interview think about the following areas to help you focus on the most important aspects of the interview: • What are the essential/important qualities or capabilities that you need? • What kind of person would make a good fit? • Review the candidate’s application and highlight relevant experience. • What concerns could you have about the candidate’s application and why? • Make sure that you are clear on the interview process time scales so you can effectively manage candidate expectations First Impressions Check: • Is the room clean and tidy • Are water/refreshments available • Arrange no interruptions (phones/emails) Put the candidate at ease by being welcoming, engaging, open and honest Bring the role to life for the candidate Insert background to Oban Port Authority – Something similar from Montrose Document? Interview tips • It’s a two-way conversation • Allow the candidate to do most of the speaking by demonstrating active listening (70:30 rule: you listen 70% of the time, speak 30%) • If the candidate digresses from the question, politely bring them back on topic • During the interview try to make observations and spot any patterns/themes. Ideally candidates should have experience of or skills in the following: o management of harbours; o shipping or other forms of transport;
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.
