1600 INTERVIEWING AND HIRING
1620 The Interview Process
.1 BACKGROUND
.110 Purpose
.111 The interview offers management a unique opportunity
to obtain information ai.oat the candidate and to provide information
to the candidate not available through other selection techniques. It
allows the interviewer to directly appraise specific knowledges, skills,
and abilities as well as the motivation, interest, needs and goals of
the candidate in relation to the position to be filled. This is the
opportunity to fill in, clarify or amplify information provided by the
application form or other sources. Likewise, the candidate is entitled
to know enough about the position and the 'organization to determine
whether or not his or her employment and personal needs will be met.
.2 POLICY
.210 General Practices
.211 The following sections highlight the general practices and policies
for key areas in the interview process of direct concern to this Department.
.212 Scheduling candidates for the employment interview is the first
step in the interview process and is quite often the candidate's first
contact with the agency and often with the State. Hence, how this
is accomplished can impact on the image of the agency and the State
as an employer.
.213 In scheduling interviews the expectation is that candidates
are provided with a fair opportunity to be considered for the posi-tion.
Consideration should be given to:
- the distance the candidate must travel
- reserving sufficient time to conduct the interview so that the
interviewer may devote his or her full attention to the candidate
- scheduling interviews to accommodate the religious obligations
of candidates or personal problems such as illness
- scheduling interviews so that all candidates may be interviewed
within a few day
.214 Invitation to the Interview - To the extent possible written
notification should be sent to each candidate inviting him or her
to the interview (exceptions to this would be based on the urgency
to fill the position). As this notification is often an individual's
first contact with the State, the notification should be readily understandable
and should include the following information the title of the position;
status of the position (permanent, temporary, etc.); the time of the
interview; the location where the interview will be held; travel directions;
who will conduct the interview; where the candidate should report;
any information, such as a resume, that is needed for the interview;
procedure for rescheduling or canceling; - consequences of failure
to respond;
.215 Planning and Conducting the Interview - The proper planning
and conducting of the interview are essential elements of the match-ing
process and critical factors in determining its success. The detailed
nature of the interview process warrants that these procedures be
explained in a separate publication of the Department of Civil Service
entitled "A Guide to Job Interviewing." [Note:
this is no longer available.]
TM-6; 5/27/83
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