Selection and Hiring Interviews County Policy It is

Selection and Hiring Interviews

County Policy It is the policy of the County of Ventura to assure equal employment opportunity to its employees and applicants for employment on the basis of fitness and merit without regard to race, color, religion, national origin, disability, sex, or age.

Fairness in the Workplace n n n n Equal Pay Act Civil Rights Acts Age Discrimination Act OSHA Pregnancy Discrimination Act Americans with Disability Act Family Medical Leave Act

When Does the Hiring Process Start? n Hiring process starts long before the interviews; it starts when a hiring manager becomes aware they may have a vacancy. n At this point, it is time to start thinking about the type of candidate you are seeking. …

Fast forward … n Recruitment involves ¡ ¡ ¡ ¡ Specification Review Screening criteria set up Exam plan Job posting Supplemental Questions Actual recruitment Screening and testing

Procedural Overview n n Once a recruitment is completed, a list of candidates are certified. Interviews are set up and completed Analysis and Summary sheets are sent to GSA HR indicating the selected candidate Hiring process is initiated

List Certification n When candidates are certified, they are either sent a letter or email informing them that their name as been certified. n Candidates have ten (days) from the date of the letter or email to contact the person indicated in the letter.

? ? ? When should you start thinking about the upcoming interviews?

Interview Preparation n n Plan so that you will be able to collect the information you need. Review the job posting or description Develop questions that relate to the job specifications and are predictive of, or significantly correlated with important elements of job performance Determine who should participate in conducting the interview

Interview Goals n n n Develop an accurate picture of the job and communicate that to each applicant Create the accurate picture of GSA that will make your top candidates want to work for you. Collect enough information on each applicant to make an informed decision

Goals, continued n n Determine a candidate’s qualifications and general character, in relation to the job Expose undesirable traits Clarify information Reveal inconsistencies

Interview Question Development n n n Prepare questions that relate to the necessary knowledge, skills, and ability required Review job spec for elements that point to the need for communication skills and getting along with others Make sure you have a question or questions that address the issue of working with others.

The Interview n n Introductions Describe job, work setting, schedule and possible schedule variances Describe any special background investigation requirements, such as probation, DA, and/or Sheriff’s Briefly describe what will be covered — job experience, education, situational questions

Interview, cont. n n Ask all candidates the same set of questions Candidates who bring up issues of marital/familial status, race, ethnicity, or issued related to disability should be directed to other topics; the selection is to be based on the most qualified candidate for the job

Interview, cont. n n n Each interviewer must the complete the Analysis Sheet for each candidate Make notes related job qualifications Avoid doodling or making extraneous comments in notes

Interview, cont. n Close the interview by repeating vital information, such as the need to the successful candidate to pass special background investigations, possess certain licenses, or work various shifts.

After the Interviews… n n Review the interview findings Insure the analysis sheets are completely filled in Discuss, if applicable, interview findings Perform reference checks for top candidate

Complete the Interview Summary n Indicate the top candidate and alternate choices, if applicable. Note the job related reasons for your selection. n A JOB RELATED reason must be given for not selecting each candidate.

Examples of Job Related Reasons for Non-selection n n n Poor responses to situational questions Has no background in…. Could not describe…. Does not know…. Not as experienced in…as desired Could not answer several questions in the interview Unfamiliar with….

A Word on “Personality and Fit” Is “personality and fit” a job requirement? How is this referenced in the job specification and/or job posting? What interview responses led you to believe the candidate would or would not work well within the environment. It is critical to remember that the decision to pass over a candidate needs to be directly related to the requirements of the job as described in the job spec or job posting.

Questions?