Interviewing Candidates Sample Clauses
The 'Interviewing Candidates' clause outlines the procedures and expectations for conducting interviews with potential employees or contractors. It typically specifies who is responsible for arranging and conducting interviews, the methods to be used (such as in-person, phone, or video interviews), and any requirements for confidentiality or non-discrimination during the process. This clause ensures that the interview process is conducted fairly and consistently, helping to mitigate legal risks and promote transparency in hiring decisions.
Interviewing Candidates. (a) The selecting official or a designee shall interview all or none of the BEST QUALIFIED candidates referred.
(b) Telephone interviews are acceptable for candidates located outside of the local commuting area.
(c) Supervisors shall release employees for such interviews for the necessary length of time.
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 Union shall review and approve any new or significantly changed Interview Guides 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, attributes and abilities for the position are properly assessed against the posted qualifications. For the purposes of this Article, significantly changed shall mean all changes to a guide or assessment tool except those to address errors and/or to further clarify the intent of a question/test. 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. 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.
2. In the event that circumstances make the candidate unavailable within five workdays after notification of certification, the interview need not be conducted.
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.
2. If a face-to-face interview cannot be arranged, a telephone interview will be held. In this case, the candidate should be given reasonable notice, normally one to two days.
3. Supervisors shall release employees for such interviews for the necessary length of time.
4. Interview questions, answers, notes and ranking documents shall be retained for 2 years after selection date, in accordance with OPM regulations.
Interviewing Candidates guidance for selection panel Be prepared First Impressions Bring the role to life for the candidate Interview tips
Interviewing Candidates. The selecting official must interview each DOL bargaining unit can- didate on the Certificate. The interview may be done face-to-face, by telephone, or by other state of the art technology as available. When the selecting official and the candidate are in the same commuting area, the interview will be face to face. 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.