The Interview. All short-listed applicants will be offered an interview. At the interview you may be required to bring with you original qualifications and/or tickets for viewing by the panel. The interview will consist of a series of questions based on the position requirements. You will have the opportunity to explain and expand on the information provided in your application. The selection panel’s task is to establish whether you possess the necessary skills, and attitudes to perform the duties and requirements of the position and in some cases have the potential to acquire these skills within a reasonable time period. Your task is to demonstrate to the selection panel on how well you meet the position requirements and to determine whether the position is suitable for you. Remember, the interview is a two way process. Therefore, as well as the interviewer asking questions, you may ask questions as well. Dependent upon the position, if you are selected for an interview and are required to attend in person, Council may pay for your return airfare (if applicable). Any other expenses associated with the interview will be borne at your expense. During the interview, it would be preferable if you could provide a firm commencement date should you be successful in obtaining this position. • Carefully read the Position Description and in particular the position requirements and functions of the position; • List key issues relating to each criteria; • Think of likely questions, which would directly apply to the Position Description.
The Interview. You will find all sorts of people working within your placement company. They do many different kinds of jobs, not all of which may seem interesting to you. Try to find some people doing jobs that you think are interesting. Consult your placement supervisor regarding who among your choices would be best to interview and then SELECT TWO. Next, politely ask the people you have chosen if you might ask them a few questions for your interview. What is the purpose of this interview? You want to find out if someone enjoys his/her work and why. But, how do you conduct an interview? • Prepare your questions ahead of time. • Take the time to make notes of the answers. • Ask a follow-up question if you receive an incomplete or unclear answer. • Politely thank your interviewee for taking time from their busy day to speak with you. Take a look at the interview questions on the following pages. Ask these questions but also come up with THREE QUESTIONS of your own. Write down the answers in the spaces following the questions. You can do this first on separate scratch paper and then, at the end of the day, you can write them out neatly in this logbook. (First introduce yourself, of course.) Name of the person you are interviewing/have interviewed: …………………………………………………………………………………. Job:…………………………………………………………………………………………………. Questions: Answers: What sort of work do you do? Why did you decide to go into this ………………………………………………………. ………………………………………………………. ………………………………………………………. line of work? ………………………………………………………. ………………………………………………………. ………………………………………………………. Which aspects of your work do you find the most interesting? ………………………………………………………. ………………………………………………………. ………………………………………………………. What are some of the less appealing aspects of your job? ……………………………………………………….. ……………………………………………………….. ………………………………………………………. Do you think your work is • Difficult? ………………………………………………………. • Tiring? • Varied enough? ………………………………………………………. ………………………………………………………. How many hours per week are you …………………………………………………….. scheduled to work? Do you sometimes/frequently put in overtime? …………………………………………………….. Are there opportunities for further …………………………………………………….. advancement within this company ? ……………………………………………………… ………………………………………………………. What sort of education or training is …………………………………………………… necessary for your position? How long did this study take ? ……………………………………………………. …………………………………………………… Do you think that you are well-paid for …………………………………………………… your work? …………………………………………………… ……………………...
The Interview. The Agency shall ensure the interview is conducted by a suitably skilled and experienced employee who, with regard to the redeployee’s status, explains and discusses:
The Interview. The Contractor will put together a draft discussion guide following a set up meeting/call with the Authority, but the points below show a possible discussion flow for this project: Respondent/business background Challenges faced by the business at the moment Key business priorities Pension provision/knowledge Current attitudes to pension schemes Current provision Awareness of legislation Specific knowledge levels (spontaneous) Brief reveal of creative routes (likely lead with press as assume it will be more comprehensive, but could be online) Spontaneous take out Reaction to overall look/feel/tone What have they learnt? More considered reveal What do they pick up now that was missed previously? Likes/dislikes of creative approach – look/feel/tone Understanding – what is it trying to say? How clear is it in getting the message across? What would they do as a result? Differences by channel? Who do they think it’s aimed at? Why? Explore tone in more detail vs. the Authority tone of voice guidelines Share campaign objectives How well do they think it performs against these? Which channels do the job better than others? Why? What about taken as a whole? What improvements would they make to achieve these objectives? Put themselves in the Authority’s shoes – what would they do How can they/we make this campaign as good as it can be to achieve its aims?
The Interview. (a) The Agency will ensure the interview is conducted by a suitably skilled and experienced Employee who, with regard to the redeployee’s status, explains and discusses: ii. Sections 41, 42 and 43 of the PSEM Act and these procedures.
The Interview. Each Panel member to make notes on each candidate during/immediately following the interview.
The Interview. It is of the utmost importance to take an objective position in order to make the interview succeed. Stay calm and confident, it is after all a business conversation. Maintain an active but relaxed attitude and try to avoid twitches. Eye contact is important, but make sure not to stare. It is essential to listen carefully and to ask questions when necessary. Don't give in too quickly but remain reasonable. At the end of the conversation, it is important to go over the arrangements that have been made, so that both parties have a clear idea of what they are agreeing to. Make sure you receive all the agreements on paper, before you seal the deal.
The Interview. Power and Water shall ensure the interview is conducted by a suitably skilled and experienced employee who, with regard to the redeployee’s status, explains and discusses:
(a) Sections 41, 42 and 43 of the PSEMA and these procedures;
(b) Redeployment possibilities including transfer to a lower level and salary maintenance;
(c) Relocation;
(d) Retraining;
(e) Responsibilities/expectations and observations of employee;
(f) The CPE's and the MD’s expectations of the employee in respect of redeployment which includes a commitment to retraining and active job seeking;
(g) Power and Water’s and CPE’s roles and responsibilities;
(h) Appeal rights;
(i) Request an up to date copy of CV, and provide assistance with preparation if needed; and
The Interview. 44 45 The interview shall be conducted in a confidential location in the Department office unless 46 mutual agreement of the parties or the particular circumstances of the situation require another 47 location. 49 Any interview of an employee normally shall be when he/she is on duty unless the serious nature 50 of the investigation dictates otherwise. 51 52 The employee will be required to answer any questions involving matters under investigation and 1 will be afforded all rights and privileges to which he or she is entitled under the laws of the State 2 or the United States, including rights under Xxxxxxx. The interview shall be limited in scope to 3 acts, events, circumstances and conduct which pertain to the matters under investigation and shall 4 be conducted in a manner devoid of intimidation, abuse or coercion. Nothing in this section shall 5 prohibit the University from questioning the employee about information which has developed 6 during the course of the interview. The employee shall be granted reasonable rest periods, with 7 one (1) intermission every hour if so requested. 8
The Interview. The Agency shall ensure the interview is conducted by a suitably skilled and experienced employee who, with regard to the redeployee’s status, explains and discusses:
(a) ss 41, 42 and 43 of the PSEM Act and these procedures;
(b) redeployment possibilities including transfer to a lower level and salary maintenance;
(c) relocation;
(d) retraining;
(e) responsibilities/expectations and observations of employee;
(f) the commissioner's and the CEO’s expectations of the employee in respect of redeployment which includes a commitment to retraining and active job seeking;
(g) the agency’s and Commissioner’s roles and responsibilities;
(h) appeal rights;
(i) request an up to date copy of the employee’s curriculum vitae, and provide assistance with preparation if needed; and
(j) discuss career planning.
