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:
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. 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. 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. Reference Checks 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.
Interview Criteria. A rigorous multi-step interview process follows once a resume match is found. Xxx has served many customers with their staffing needs and is fully equipped with the best interviewing tools and the experience to hire a resource. Our recruiting team conducts an in-depth interview which examines the candidate’s technical knowledge and communication skills. Our approach is to put the candidate at ease and establish an honest and transparent conversation between the interviewing team and the candidate. The interview process is divided into multiple steps. The first-round interview involves: • A telephone call by one of our recruiters to review the resume with the candidate. Any concerns about technical skills, work experience, and project dates referenced in the resume are clarified during this call. • An informal and brief get-to-know the candidate Q&A session which helps us identify any issues in the candidate’s communication skills. • Clear and open conversation to set expectations for professional conduct, background check requirements, and security protocols that are required by the customer. • Adult discussion about cultural fit, match between contract position needs and candidates career goals, aspirations and needs. This helps the recruiter decide on “how likely is the candidate to accept the position if offered and stay through the duration of the contract.” • In accordance with DMS requirements, the candidate is informed about signing Exhibit G, the Resume Self-Certification Form and a copy is shared with the candidate. The second and final round interview is conducted by our technical team which involves: • A written test to solve a technical coding problem specifically created to align with the customer’s job description. It is followed by a series of technical questions and real-world project coding/challenge scenarios. Satisfactory outcome of the written test and desired response to the technical questions posed, verifies the candidate’s experience prior to submission. • An in-person or Skype technical interview. The Skype interview also involves showing a government issued photo identification on the screen. This establishes the authenticity of the candidate. • The candidate is required to the sign Exhibit G, the Resume Self-Certification form, as part of our final round interview. Refusal of signing Exhibit G form ceases the interview process, resulting in disqualification of the candidate for submission.
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. Reference Checks 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 re...
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.
Interview Criteria. PCG Management has an established policy and methodology for completing interviews. The exact criteria, and process, is too extensive to be provided within the RFP response page limits, but is available upon request.
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. 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.
