Hiring Officials’ Involvement and Accountability: Conducting Timely Interviews.
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Transcript of Hiring Officials’ Involvement and Accountability: Conducting Timely Interviews.
Hiring Officials’ Involvement and Accountability:
Conducting Timely Interviews
Hiring Officials’ Responsibility
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
Active involvement in the hiring process: conduct timely interviews of candidates on the certificate(s) of eligibles
Hiring Officials’ Responsibility
Research shows:
Involved hiring managers drive effective recruitment and hiring
Quality of the hiring manager in addition to base pay is key in attracting and retaining new hires
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Hiring Officials’ Responsibility
Plan and make timely decisions to reduce the time to hire
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Using the Certificate(s) of Eligibles
Determine the best eligible candidates for the position (maintaining veterans’ preference)
Review résumés InterviewConduct reference
checks
Using the Certificate(s) of Eligibles
Review application packages of eligible candidates on the certificate(s)
Using the Certificate(s) of Eligibles
Check your organization’s interview policy, for example:
Whether the selecting official or the person(s) designated to conduct interviews interview some or all candidates
Using the Certificate of Eligibles
Block out time on your calendar before you receive certificate(s) of eligibles
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Using the Certificate of Eligibles
How much time you block out on your calendar depends on a number of factors, such as:
Number of positions you are filling Whether you interview some or all candidates on the
certificate(s) of eligibles Level of the position (typically, the higher the level, the
longer the interview) Whether you are interviewing solo or with a panel Number of questions you will ask, etc.
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Preparing to Conduct Interviews
Develop job-related questions
Determine interview question type
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Preparing to Conduct InterviewsDevelop job-related interview questions
to learn more about candidates’ experience, knowledge, training
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Create questions in advance using the: Job analysis Position description Requirements in your job
opportunity announcement
Preparing to Conduct Interviews Interview questions cannot be used to find out personal
information
Prospective employers are prohibited from asking questions about about race, color, sex/gender, religion, marital status, age, disabilities, ethnic background, National origin/country of origin, sexual preferences, age, disability, marital/family status
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Job-related questions developed ahead of time help keep interviewers “on topic”
Types of Questions
Behavioral Tell me about a time when you…
SituationalImagine you are in the following situation… What would you do?
Résumé-BasedTell 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
One-on-One
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Interview Formats
Panel
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Interview Formats
Telephone/Video Conference
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Interview Formats
Before the Interview
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Review candidate’s résumé
Before the Interview
Consider candidate’s paid and unpaid accomplishments and how they link to the position’s requirements
Before the Interview
If your candidate has requested an accommodation, confirm it has been addressed
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Before the Interview
Bring a copy of the candidate’s résumé
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Respect candidate’s time and arrive early
During the Interview
Turn off your electronic devices or, at least, turn them to vibrate
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During the Interview
Conduct interviews in a quiet, private room
Provide a separate area for candidates waiting to be interviewed
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Interview room and facilities must be accessible to candidates with disabilities
During the Interview
Ask open-ended job-related questions
Be enthusiastic
Be honest (provide realistic job preview)
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Listen carefully
Take notes
Questions Candidates May Ask: Examples
What workplace flexibilities are available?When do you expect to make a decision?
What is a typical day like?What projects or assignments would I be
responsible for?What is your management style?
After the Interivew
Conduct reference checks before you sign the certificate(s)
Contact at least two previous employers, including the current supervisor listed on the résumé
Ask only job-related questions
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After the Interview
Candidates may send you a thank you note or email. Respond in a timely manner.
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Make Your Selection(s)
Sign and return the certificate identifying the selected individual(s) for the position(s) 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)
Review applications/résumés Conduct interviewsCheck referencesMake 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/EndToEnd-HiringInitiative.pdf
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Hiring Officials’ Responsibility
Questions?
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