HR Professional Home

SPMM Home

SPMM Search

Recently Issued

General Information Bulletins

0000 Introduction

0200 Roles & Responsibilities

0400 Affirmative Action

0600 Jurisdictional Classification

0800 Classification & Compensation

1000 Recruitment

1200 Examinations

1400 Eligible Lists

1600 Interviewing & Hiring

1800 Appointments

2000 Probation

2200 Separations & Leaves

2300 Reductions
in Force


2400 Training & Development

2600 Employee Services

2800 Automated Position and Personnel System

3000 Appendix

Disclaimer

State Management Personnel Manual

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:

  1. the distance the candidate must travel
  2. reserving sufficient time to conduct the interview so that the interviewer may devote his or her full attention to the candidate
  3. scheduling interviews to accommodate the religious obligations of candidates or personal problems such as illness
  4. 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."


TM-6; 5/27/83

Return to Top ^