KINGSWAY COMMUNITYINTERVIEW PROTOCOLFOR MANAGERS

INTRODUCTION

This presentation will assist managers through the Interview Process at Kingsway Community. If you have any questions or require assistance, please contact your Human Resource Department at x227.

  Included in the Manager Reference Guide:   Phase I: Telephone Screening Phase II: Scheduling the Interview Phase III: Interview Phase IV: Reference Check Phase V: Determination/Offering of Position     Originated: Human Resource Department March 2009

PHASE ONE: TELEPONE SCREENING

Objective: The objective of a telephone screening is to

determine whether there is sufficient mutual interest to justify scheduling a formal interview. It is an efficient way for the hiring manager and job candidate to exchange certain basic information, enabling the manager to determine how the candidate’s qualifications compare to the minimum required and whether the position is of interest to the candidate.

PHASE 1 CONTINUED…

Forms/Tools Needed: Job description of desired position Application and resume of candidateDetermine the candidate’s interest by

discussing: Core responsibilities of the person Work schedule: expected days and

hours, including weekends, holidays, on call

Availability to start work Approximate salary range, that a

specific rate will be determined based on applicable education and experience

That, if an offer were made, it would be conditioned on passing a drug screen and criminal background check.

Disclose to the candidate that there is a 6 month minimum service requirement before the candidate would be eligible to “bid” into another department.

Determine how the candidate’s qualifications compare to minimum required and to preferred qualifications by asking questions to:

Confirm and clarify education, experience, other credentials

Explain gaps in employment Explain why the person is

interested in the position Explain why the person is

interested in Kingsway Community and what they know about the company

CONCLUSION PHASE 1

At the conclusion of the telephone screening: If you know that you would like to schedule a

formal interview, ask the candidate, “Based on what was reviewed during this conversation, would you like to schedule a formal interview?”

If you would like additional time to review your notes or compare with the results of other telephone screenings, you might state, “Thank you for your time today. I will be reviewing our discussion and you may be contacted for a formal interview.”

PHASE II : SCHEDULING THE INTERVIEW

Objective: To ensure adequate time is scheduled

for a formal interview process and to ensure the candidate is advised what to expect during the interview process.

PHASE II CONTINUED…

Guidelines: Schedule a time that provides you ample time prior to interview to

prepare Advise candidate how long they should expect to be-generally 1

hour- increase timeframe if the candidate will be meeting with more than 1 individual or group interview

Advise the candidate who they will be interviewing with and whether there will be more than one individual or a group interview.

Provide the following to the candidate: Directions to Kingsway Community Where to park Directions to location of interview/check-in If you require a writing sample or other documents Contact name, title and phone number of the interviewer

PHASE III INTERVIEW

Objective: The objective of the

interview is to assure a thorough and legal interview process that provides you the most information to make the best selection of candidate for a position.

Forms/Tools Needed: Resume and/or

application Interview questions Job description and

Annual Assessment Benefit Summary Company Mission

Statement( Found in employee handbook)

PHASE III CONTINUED…

PRE-INTERVIEW: INTERVIEW:

At this point, the employee must have completed a Kingsway Community Application, provide a copy to the candidate for completion. ALL questions must be answered including employment history (“see resume” is not acceptable)

Human Resources must receive and log all applications and/or resumes before the Managers proceeds to the interview phase

Provide the candidate with the job description. Allow ample time for the candidate to review and formulate any questions they may have regarding the document.

The following are the standard interview questions. If you have additional questions, be sure they are appropriate and legal. Your Human Resource Representative will be happy to review prior to interview.

If taking notes during the interview, advise the candidate that you will be doing so. Do not make any notations on the employment application. This is a signed document from the applicant and should not be altered in any way.

All documentation during the interview is part of legal documentation.

Provide a high-level review of the benefits offered by Kingsway Community.

Provide a tour of the environment in which the candidate would be working.

Ask if the applicant has any questions that can be answered at this time.

CONCLUDING THE INTERVIEW:

Thank the candidate for their time Advise the candidate approximately

how long before a decision will be made regarding filling the position.

Ask the candidate to provide a reference list and current telephone numbers.

PHASE IV: REFERENCE CHECK

Objective: The objective of the reference check is to

verify and obtain additional information about the candidate.

 Forms/Tools Needed: Telephone Reference Check form Interview Notes Application/Resume

GUIDELINES FOR REFERENCE CHECK

If the candidate has had previous employment history with Kingsway Community or is an internal candidate, review the candidate’s personnel record.

All reference checks must be documented utilizing the Telephone Reference Check Form.

If a reference indicates that the company policy is to provide dates of hire only, follow up with “Would the candidate be eligible for rehire?”

Minimally 2 satisfactory references must be obtained

PHASE V: DETERMINATION/OFFERING THE POSITION

Objective: The objective is to ensure the most

qualified candidate is offered the position.  Forms/Tools Needed: Resume/application (2) Satisfactory References Job Offer Contingency Form

GUIDELINES FOR PHASE V

REJECTION: ACCEPTANCE

If you do not select a candidate that you have interviewed, a rejection notification must be sent or telephone contact must be made and documented.

The following completed forms are returned to Human Resources: Application and Resume Rejection Letter Any notes taken during the

interview process

Provide and review the Job Offer Contingency Form

Obtain copies of candidate’s social security card, drivers license, passport/and or permanent resident card and immunization records.

Provide candidate with the name of the department and full name of manager, include telephone number

Advise candidate of their pre-employment medical assessment and drug screen at the employee health office.

Advise employee to the Human Resource Department to complete new hire paperwork and to be set up for General Orientation.

Emphasize General Orientation is the first day of employment-company dress code does apply.

CONCLUSION

The Interview Protocol is meant to be a reference guide to assist you throughout the hiring process.

If there are additional questions or concerns remember to contact Human Resources.

QUESTIONS?

HAPPY HIRING!!!