Hiring Officials Involvement and Accountability Conducting Timely Interviews
Hiring Officials’ Involvement and Accountability: Conducting Timely Interviews
Hiring Officials’ Responsibility ü Interviews are typically used for one of two purposes in the Federal Government: 1. As a part of the formal selection process in which candidates are screened or ranked based on their score, or 2. As a “selecting official's interview” to verify candidates’ qualifications for a job after they have been rated using other assessment methods, but prior to making a hiring decision
Hiring Officials’ Responsibility ü Active involvement in the hiring process: conduct timely interviews of candidates on the certificate(s) of eligibles
Hiring Officials’ Responsibility ü Research shows: üInvolved hiring managers drive effective recruitment and hiring üQuality of the hiring manager in addition to base pay is key in attracting and retaining new hires 4
Hiring Officials’ Responsibility ü Plan and make timely decisions to reduce the time to hire 5
Using the Certificate(s) of Eligibles ü Determine the best eligible candidates for the position (maintaining veterans’ preference) ü Review résumés ü Interview ü Conduct reference checks
Using the Certificate(s) of Eligibles ü Review application packages of eligible candidates on the certificate(s)
Using the Certificate(s) of Eligibles ü Check your organization’s interview policy, for example: ü Whether the selecting official or the person(s) designated to conduct interviews interview some or all candidates
Using the Certificate of Eligibles ü Block out time on your calendar before you receive certificate(s) of eligibles 9
Using the Certificate of Eligibles ü How much time you block out on your calendar depends on a number of factors, such as: q Number of positions you are filling q Whether you interview some or all candidates on the certificate(s) of eligibles q Level of the position (typically, the higher the level, the longer the interview) q Whether you are interviewing solo or with a panel q Number of questions you will ask, etc. 10
Preparing to Conduct Interviews ü Develop job-related questions ü Determine interview question type 11
Preparing to Conduct Interviews ü Develop job-related interview questions to learn more about candidates’ experience, knowledge, training ü Create questions in advance using the: q Job analysis q Position description q Requirements in your job opportunity announcement 12
Preparing to Conduct Interviews ü Interview questions cannot be used to find out personal information ü Prospective employers are prohibited from asking questions about race, color, sex/gender, religion, marital status, age, disabilities, ethnic background, National origin/country of origin, sexual preferences, age, disability, marital/family status ü Job-related questions developed ahead of time help keep interviewers “on topic” 13
Types of Questions ü Behavioral Tell me about a time when you… ü Situational Imagine you are in the following situation… What would you do? ü Résumé-Based Tell me about your job working at…
Responses to Behavioral Questions Use the STAR Model to obtain three important pieces of information 1. Situation or Task 2. Action: Describes exactly what candidate did 3. Result: Look for specifics about the outcome
Interview Formats ü One-on-One 16
Interview Formats ü Panel 17
Interview Formats ü Telephone/Video Conference 18
Before the Interview ü Review Job Opportunity Announcement • Major duties • Requirements (e. g. , travel, knowledge, skills and abilities) ü Share questions with all interviewers 19
Before the Interview ü Review candidate’s résumé ü Consider candidate’s paid and unpaid accomplishments and how they link to the position’s requirements
Before the Interview ü If your candidate has requested an accommodation, confirm it has been addressed 21
Before the Interview ü Bring a copy of the candidate’s résumé ü Respect candidate’s time and arrive early 22
During the Interview ü Turn off your electronic devices or, at least, turn them to vibrate 23
During the Interview ü Conduct interviews in a quiet, private room ü Provide a separate area for candidates waiting to be interviewed ü Interview room and facilities must be accessible to candidates with disabilities 24
During the Interview ü Ask open-ended job-related questions ü Be enthusiastic ü Be honest (provide realistic job preview) ü Listen carefully ü Take notes 25
Questions Candidates May Ask: Examples ü What is a typical day like? ü What projects or assignments would I be responsible for? ü What is your management style? ü What workplace flexibilities are available? ü When do you expect to make a decision?
After the Interivew ü Conduct reference checks before you sign the certificate(s) ü Contact at least two previous employers, including the current supervisor listed on the résumé ü Ask only job-related questions 27
After the Interview ü Candidates may send you a thank you note or email. Respond in a timely manner. 28
Make Your Selection(s) ü Sign and return the certificate identifying the selected individual(s) for the position(s) ü Within 1 day (2 at most) of completing the interviews/reference checks
Hiring Officials’ Accountability Using the Certificate of Eligibles in 15 days or less (based on 80 -day hiring model) üReview applications/résumés üConduct interviews üCheck references üMake selection(s) and return certificates NOTE: Agencies may need to adjust the number of days for each step within the 80 -days based on their particular practices and procedures. ww. opm. gov/publications/End. To. End. Hiring. Initiative. pdf 30
Hiring Officials’ Responsibility Questions? 31
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