Interview Criteria Sample Clauses

Interview Criteria. Knowledge Services has the ability to conduct interviews in a variety of ways, depending on the client’s preference, including in-person interviews, telephone interviews, and recorded web interviews.  Initial Phone Screening/Interview: The Knowledge Services’ recruiters, using their IT recruiting experience and specialized knowledge of the State’s needs, will provide more in-depth information about the position, uncover additional information about work experience and education/credential history, and discuss any unique requirements of the RFQ criteria. These phone screens are targeted towards uncovering not just how good of a fit a candidate might be in terms of technical skills, but also of their desire and interest in being a part of this project. With 24 years of experience supporting government clients, we understand the importance of identifying a candidate’s desire to serve and passion for the agency mission as these are critical factors in the retention of contractors. Knowledge Services will also set up a phone interview with the hiring manager at the manager’s request.  In-Person Interview: Should the recruiter believe the candidate is a fit after the initial phone interview, our Florida- based recruiting team will meet with all candidates for an in-person interview to gain a better understanding of the candidate’s personality and soft skills. Knowledge Services will also set up an in-person interview with the hiring manager at the manager’s request.  Recorded Web Interview: Knowledge Services is capable of providing recorded web interviews of candidates answering manager-requested questions. We are aware of the bait and switch issue running rampant in the IT field, and our recorded web interviews have combatted this issue. With this option you will not receive one candidate’s resume and have a different person actually show up for the job.  Technical Interview/Skills Assessment: Knowledge Services utilizes multiple tools and skills assessments to verify a candidate’s skills and experience. Our staffing and recruiting team utilize IBM Kenexa Assess (formerly IBM Prove It!), with over 900 behavioral and skills assessments in applicable categories, on a daily basis as a key indicator of a candidate’s experience and expected performance. During the screening process, Knowledge Services requires each candidate to provide three verifiable references that can attest to and verify the candidate’s past relevant work experience. We require these refer...

Interview Criteria i. The criteria for the interview are strictly determined by the requirements of the job. Each specialized skill and ability referenced in the job description is measured. ii. The company uses a Pre-Employment Evaluation Form independent of the Skill Matrix to assess the qualifications of the applicant.

Interview Criteria. Potential Staffing Resources are interviewed about their background experience, functional skills as well as routine hiring questions. The functional skills questions posed are those pertaining to people skills such as: communication, organization and management skills. Example interview questions would be: i. What is your previous work experience and what duties do you enjoy the most/least? ii. What training have you had and what did you learn? iii. What characteristics should a [job title] possess to be good at their job? iv. What is your experience with teamwork? v. Could you give me an example of teamwork? vi. Have you ever managed a group? If so, provide an example? vii. Self-Management Skills: Questions regarding potential Staffing Resource’s personal characteristic: Are they a self-learner? A Helper? Can they multi-task? viii. Why are you interested in the position? ix. Why did you apply for this position? x. What unique expertise or skill sets do you have that make you the best candidate for this position?

Interview Criteria. Those prospective consultants whom have successfully completed each of the requirements set forth above shall be scheduled for an interview. An in-person interview is preferred and shall be conducted where feasible. Where not feasible, a video conference shall be conducted. Regardless of the means by which the initial interview is conducted, no prospective consultant shall be placed with an agency to begin work without first having met GIS, Inc. executive, account, or recruitment staff in person. An Interview Assessment Form shall be created with questions tailored to the agency’s requirements for the prospective consultant. If there are multiple prospective consultants, each shall be asked to respond to the same questions within the Interview Assessment Form. The form shall be comprised of three sections, to include the interview questions, interviewer notes from interviewee responses, and grades for each response. The grading shall be conducted on a scale of 1 to 5 points for each response. The goal of the interview shall be to ask questions to demonstrate knowledge or pose scenarios that may frequently be encountered within the course of performance of duties for the Job Title and Position Description set forth in the staff augmentation request issued by agency.

Interview Criteria. At DS2 we create interview criteria that is both legal and ethical and train our interviewers to follow our selected criteria. Our interview process could be described as semi-structured, though we do try to make the experience the same for each candidate, so they feel, and are, fairly treated and evaluated. We use behavioral interview questions to not only assess the skill of the candidate, but also assess their ability to align with DS2 core values and provide the requested services to your organization. Behavioral questions help us see how candidates performed in previous situations, how they make decisions, how they overcome impediments, and most importantly reveal the characteristics of behavior that we think are most relevant to your need. Our questions are carefully crafted and approved by our HR staff to avoid discrimination. In our process we allow candidates to tell their story and why they believe they are the best candidate for the position.

Interview Criteria. Our preference is a face-to-face interview with the Candidate. While we prefer face-to-face interviews, we vet many qualified Candidates remotely using online platforms. Our first interview consists of general screening and technical questions that help validate the Candidate’s resume. The second interview is always more technical in nature.

Interview Criteria. Nothing can beat a face-to-face interview with the Candidate to determine if the Candidate can perform as promised on their resume. While we prefer face-to-face interviews, we vet many qualified Candidates remotely using Skype, the popular video conferencing tool. Our first interview consists of general technical questions that help validate the Candidate’s resume. If the Candidate cannot effectively describe how to use the technologies and methodologies claimed on their resumes, then they are not invited back for a second interview. We are also seeking to confirm the Candidate’s availability and long-term career goals. We are looking for people who will stick with us and our customers. The second interview is always more technical in nature. We actually fire up the technologies that the customer expects the Candidate to use and have them demonstrate their skills to us. This can be done via screen shares over Skype, but in-person interviews are preferred. At this point we are ready to submit our Candidate to the customer. We like to have at least two of three references confirmed before submitting.

Interview Criteria. Behavioral aspect clubbed with sound knowledge is the key element that we test and understand about every qualified candidate we put through. We firmly believe that a good attitude mixed with clarity of thought in terms of knowledge and approach always leads to a successful outcome. Hence, a set of questions based on the job needs / requirement is always made ready to throw at the candidate during the initial screening process.

Interview Criteria. Because Infinity hires for a variety of technical and non-technical positions, the company does not have a set list of interview criteria. Interview strategies and procedures vary based on the position for which we are hiring. Typically, the interview process involves at least two face-to-face meetings. In the initial interview, the hiring team typically covers  Review of the candidate's resume  Assessment of candidate's communication skills  Assessment of candidate's ability to interact with others  Assessment of the depth and breadth of claimed abilities and knowledge  Assessment of the candidate's critical-thinking skills If a candidate is successful in the first interview, a second interview is scheduled. This interview further tests the candidate's skills and technical knowledge. The candidate is typically asked to  Solve a sequencing problem on a white board  Illustrate an improvement to an existing process  Demonstrate, to a group of technical leads, any claimed expertise Following a successful completion of all interviews, the candidate will then be vetted in a thorough check of all credentials and references.

Interview Criteria. All Presidio resources operating under this contract will have completed the Presidio interview processes for their specific job category. The Presidio internal interview process includes a rigorous set of standards established by management and technical leaders within Presidio. The interview process involves multiple resources in multiple interview as determined necessary for the position. Specific process and procedures are considered proprietary to Presidio. Presidio engineering management is responsible for interviewing all personnel as needed to ensure that sufficient levels of both technical and professional experience are met. All Presidio resources will have completed the hiring process as Presidio employees (or the equivalent). As part of its hiring process, Presidio utilizes personal references provided by the candidate as well as professional references from previous employers.