Final Interviews Sample Clauses

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.
Sample 1Sample 2See All (4)
AutoNDA by SimpleDocs
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.
Sample 1
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.
Sample 1
Final Interviews. Coordination of Final Interview Process
Sample 1

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.

  • Interviewing Opportunity A representative of the Union or Xxxxxxx 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.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • Representatives Representatives" shall mean officers, directors, employees, agents, attorneys, accountants, advisors and representatives.

  • 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.

  • Reimbursement for Expenses of a Witness or in Response to a Subpoena Notwithstanding any other provision of this Agreement, to the extent that Indemnitee, by reason of his or her Corporate Status, (i) is a witness in any Proceeding to which Indemnitee is not a party and is not threatened to be made a party or (ii) receives a subpoena with respect to any Proceeding to which Indemnitee is not a party and is not threatened to be made a party, the Company shall reimburse Indemnitee for all Expenses actually and reasonably incurred by him or her or on his or her behalf in connection therewith.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!