Second Interview Sample Clauses
The 'Second Interview' clause establishes the requirement or option for a candidate to participate in a follow-up interview as part of a selection or hiring process. Typically, this clause outlines the circumstances under which a second interview may be scheduled, such as after an initial screening or first interview, and may specify the format, participants, or objectives of the subsequent meeting. Its core practical function is to provide a structured opportunity for deeper assessment of a candidate's suitability, helping employers make more informed hiring decisions and ensuring a fair, thorough evaluation process.
Second Interview. If after an Employee has been interviewed and their unsatisfactory absenteeism continues or where an Employee has failed to comply with the notice and evidence requirements under this Agreement then the Employee will be reinterviewed by the Employer with a representative if the Employee so requests. Where the Employee does not provide satisfactory reason for the absences, then the Employee will be the subject of an Absence Management Plan.
Second Interview. Interviews will be conducted by the relevant Coordinator and Program Manager together with a People & Culture Representative, for a Second Positive Test Result for drugs or alcohol. During this interview the employee will be strongly recommended to seek professional assistance/counselling. The employee will again be advised of the health and safety risks and given a list of approved drug and alcohol counsellors. If the employee did not participate in counselling or drug/alcohol education after the first interview, they will be reminded of Council’s offer in this regard and strongly encouraged to participate.