Interviewing Procedures

A. Review applications and resumes to determine which persons seem most qualified for the position based on education and experience only. Applications cannot be eliminated because of an applicant's gender, age or any other characteristic protected by Equal Opportunity and Affirmative Action policies. To facilitate selection of the most qualified applicants, fill out a Resume Review Summary for each resume being considered. This summary not only makes selection easier for the manager, it acts as a record of consideration during the time of resume review, protecting the manager from claims of unfair treatment of applicants.

B. Interview the most qualified applicants. Qualified applicants can be interviewed only after the Part I has been approved by the Associate Vice President/Chief Human Resources Officer. Managers must be well versed in how to conduct effective interviews since interviews are a vital part of the hiring process. In addition, managers must be familiar with federal and D.C. laws and regulations that preclude asking certain types of questions during employment interviews. Each applicant's performance during the interview should be tallied on the Candidate Interview Evaluation form. This evaluation sheet facilitates fair comparison between interviewees and provides a record that protects managers against claims of discrimination. For tips on professional and effective interviewing, as well as information on what is and is not owed to an employer by a prospective employee under federal and D.C. laws, refer to Interviewing Guidelines.

C. Check references of the best-qualified applicants, filling out a Telephone Reference Check Form for each check performed. Hiring managers are responsible for checking references and for including the information obtained from references in the Part II package when it is submitted to Human Resources. Be aware that questions asked during a reference check are subject to the same criteria as questions asked of an applicant.

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