RECRUITMENT AND SELECTION - City of Vincent

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CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1It is beneficial for Panel members to meet prior to the interviews to agree onthe questions and the format for the interviews. An assessment matrix shouldbe complied for marking and a chairperson nominated.Interview PhasesInterviews can be broken down into three distinct phases:-• Opening• Questioning• CloseOpening• Go out and greet the interviewee by name.• Try to put him/her at ease.• Show him/her where to sit.• Introduce the interview panel and explain why they are there. Example‘Bill Brown, our Engineer’, ‘Mary Cook, our Corporate ServicesManager’, etc• Explain how the interview will proceed, and its aim.• Discuss position outline.QuestioningEnsure that interview questions have been prepared prior to the interview andeach panel member is aware of the questions each is to ask. An agreedstructure among selection panel members will promote a more productiveinterview for all parties.Examples• Discuss applicant’s education background and work history.• Explore applicant’s behaviour in work situations.• Provide the applicant with an overview of terms and conditions associatedwith the position.• Field questions from the applicant on job activities, Local Government,etc.• Allow the interviewee the opportunity to make a short presentation ontheir application.• Allow sufficient time for full answers.• Don’t do all the talking• Don’t interrupt, but seek clarification if necessary.• Ask the same question of all interviewees – it makes comparison easier.• Make sure the questions are relevant to the selection criteriaPage 14 of 38
CITY OF VINCENT POLICY MANUALCHIEF EXECUTIVE OFFICER - HUMAN RESOURCESRECRUITMENT AND SELECTIONPOLICY NO: 5.2.1Close• Summarise• Answer any other questions• Ask if the applicant wishes to add any further information, or ask anyquestions.• Discuss employment conditions• Psychological Appraisals (where it has been determined and agreed to bythe applicant)• Credentials validated• Explain what will happen next, including timeframes for decision making• Thank the applicant for their time and attendance• Show the applicant out, and part amicablyCredentials ValidatingThere are some positions within Local Government that require a specificdegree, certification or licences. If specific credentials are required, therelevant Manager should discuss this with the Manager Human Resourceswhen the position is being advertised.It is the selection panel’s responsibility to secure and validate the relevantcredentials. When the shortlisted applicants are being invited to interviews forthe position, the applicants should be informed of the requirement to produceoriginal transcript of degrees, diplomas or licences for certification. It may beoutlined at the interview that the offer is contingent upon receipt of thenecessary documentation.NOTE: if the City request transcripts they should be collected for allapplicants.It is the responsibility of the chairperson of the panel to collect thisinformation and ensure that it is placed on the employee's personnel file.Checklist for Conducting InterviewsEnsure the interview can proceed uninterrupted and in a roomwithout any distractions.Ensure (if possible) that interviewees do not come into contactwith each other. This is particularly important in LocalGovernment where certain positions are likely to attract applicantsfrom other Local Governments.Prepare for the interview. Read the application and note mattersrequiring clarification or more detail.Allow the interviewee to fully explain the answers, withoutinterruption.Allow the interviewee adequate opportunity to ask questions.aaaaaPage 15 of 38
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RECRUITMENT AND SELECTION - City of Vincent

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