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Time spent on the recruitment/interview process?
Recruitment/Interview Process
When do you think the interview begins?
Is the recruitment/interview process important?
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ASSESS OPERATIONAL NEEDS
What work needs to be performed?
What knowledge, skills and abilities?
What education level?
Recruitment/Interview Process
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Recruitment/Interview Process
ASSESS RECRUITMENT STRATEGIES
Candidate pools
Besides VPOS consider journals, job fairs or the web
It takes time to develop a solid candidate pool
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Brief scan of experience
Have Personnel Liaison screen applications
SCREENING STRATEGIES
Recruitment/Interview Process
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Recruitment/Interview Process
A Hiring Interview Plan that is comprehensive:
ASSESS RECRUITMENT STRATEGIES
Details logistics and recruitment strategies
Screening criteria with score sheet per candidate
Questions with responses sheet per candidate
Panel Rating Matrix (candidate & panel names & scores)5
ASSESSMENT STRATEGIES
Ask candidates to bring writing samples
Interview tools to use
Questions - situational, behavioral or background
Exercises - math/scenario, performance or writing
Recruitment/Interview Process
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Take notes on responses and score after each interview
Be Ready – Meet with panel members prior to interview
Panel discusses responses and perceptions
Reference checks and Official Personnel File reviews
INTERVIEW
Recruitment/Interview Process
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Recruitment/Interview Process
Official Personnel File (OPF) reviews of candidates who are or have worked for the state:
Look for Probe Reports and IDPsLook for Merit Salary Adjustment (MSA) denialsLook for Corrective MemorandumsLook for anything of adverse actions or disciplinaryLook for letters of recommendationsLook for letters of commendations or appreciation
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Official Personnel File (OPF) reviews (Continued)Ask for leave balancesAsk for Personnel Information Management System (PIMS) SCO history:
Look for the following codes:A14 – Adverse (demotion)PUN – Adverse Action Salary Decrease (punitive)S20 – Resignation with Fault (unfavorable circumstances)S40/S41 – Termination with Fault / DismissalS85 – Adverse Action SuspensionS90 – Rejection on Probe
Recruitment/Interview Process
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Do’s:•Ensure the applicant signs the Authority to Release Form•Develop job-related questions for interview and reference checks•Infuse Core Value Interview questions into interview•Listen for “key information” that could be a red flag•Keep interview portion to 60 minutes or less•Give candidates the questions before /during interview
DO’S & DON’TS OF INTERVIEW PROCESSRecruitment/Interview Process
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Recruitment/Interview Process
Don’ts:Screen out State Restriction Of Appointments, Super SROA, or reemployment Perform interviews aloneAsk questions in protected discriminatory groupsAllow someone else to do your interview, reference check or OPF reviewDiverge from Hiring Interview Plan, i.e.,
give impromptu tour or introduce candidate to other staff
DO’S & DON’TS OF INTERVIEW PROCESS
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Recruitment/Interview ProcessYour success depends on the quality and effectiveness
of the people you hire
The amount of time spent during hiring process could save time in the discipline process
Handouts include:
Interview Hiring Plan
Core Values interview questions,
websites for sample interview questions,
helpful tips and more12
Recruitment/Interview ProcessContact Name and Phone Number:
Assistant Personnel Manager – General
Loretta Dillon – 916-376-5430
Classification and Pay Managers – Recruitment
Lisa York – 916-376-5428
Murray Hubiak – 916-376-5410
Candy Mercado – 916-376-5427
Constructive Intervention Managers – Discipline
Pam Sells – 916-376-5379
Exam Unit Manager – Examination
Liz Gamez – 916-376-5439
Transactions Manager – Pay and Benefits
Susan Wong – 916-376-5433
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