Interviewing/Hiring Procedures. New Hanover County Schools Dr. Susan C. Hahn

Transcription

1 Interviewing/Hiring Procedures New Hanover County Schools Dr. Susan C. Hahn

2 Screening Applications Make sure the applicant has the right credentials for the open position as noted on the application (must have online application) Review the applicant s employment history be aware of gaps in employment Note if any criminal activity or suspensions/ dismissals are listed on the application Review references

3 Interviews Selecting Talent Select three or more of the best applicants to interview for the vacant position A three member interview team should be used with one administrator (required) on the panel* Invite a departmental specialist if required or needed Ask the same core questions for each candidate Watch what you say or else it may be construed as discriminatory

4 Interview Panel * Departmental Specialists must be invited to participate in interviews when hiring: 1. Special Education Personnel (excluding TAs) 2. Technology Personnel 3. NCVPS Support Staff 4. AIG Teachers

5 Interview Panel 5. ISS Coordinators 6. Performing Arts Teachers 7. ESL Teachers 8. Counselors and Social Workers 9. Treasures and Data Managers

6 Interview Panel Departmental Specialists may be invited to participate in interviews concerning the hiring of: 1. Custodians 2. Teacher Assistants working in specialized areas or with special needs students

7 Interview Panel Participation may include any or all of the following: The selection of candidates for interview. The selection of questions to be used during the interview process. Participation in the interview session.

8 Interview Panel If a departmental specialist is unavailable to work with you or your team during the interview process, you must review your recommended candidate with a representative from the department before submitting the recommendation to Human Resources. The final decision for selecting a candidate for recommendation rests with the Principal.

9 Interview Questions Each question should relate to how the candidate is qualified for your position Any question that asks an applicant about his/her mental or physical condition, martial status, personal finances, religious affiliation, age, race, political membership or even child care arrangements is not allowed and will get you (and possible our system) into trouble

10 Interview Questions Questions that relate to the essential functions of the job are appropriate to ask along with general open ended questions You may state physical requirements of the job and ask if the candidate can perform these essential functions You should market your school to recruit the best candidate

11 References Call three references, one of which should be the present or last employer Two of the three references must have served as a supervisor to the applicant Questions that are appropriate to ask 1. How would you describe the quality of the person s work? 2. Did the person meet work deadlines?

12 References 3. What are the person s greatest strengths? 4. In what areas could the person show improvement? 5. What was the person s final pay? 6. Did the person have good attendance? 7. Would you rehire this person? 8. What else should we know that would assist us in making our hiring decision?

13 Recommendation Submit your recommendation using the Vacancy Permit The candidate should not be told by anyone on the interview panel that he/she is being recommended for the position or that there may be a problem with their hiring status Human Resources will notify the candidate of the recommendation if they are a viable hire

14 Recommendation Once the candidate has accepted the position as offered by Human Resources, the administrator should send a letter of regret to the other interviewees Employment is contingent on the criminal background check and approval of the board Human Resources must process all paperwork on new hires before they can start work in our system

15 Recommendation If a candidate wants to know why they were not hired your response should be We selected the individual that best fits our school/position. No other information should be share with the candidate as it could put our school system at risk and possibly liable for discrimination claims Call HR if you have any questions or concerns we are here to assist

16 Sample Questions Quiz Review at your table: Can you ask the following questions in an interview or before or after the interview??? 1. Tell me about yourself. 2. Are you able to travel? 3. Do you have a disability? 4. Are you eligible to work in the U.S.? 5. What are your child care arrangements?

17 Sample Questions 6. Are you on any medication? 7. Can you work on weekends? 8. Have you ever been arrested? 9. Have you ever filed for Workers Compensation? 10. Why did you leave your last job? 11. Have you ever been fired or asked to resign?

18 Sample Questions 12. How do you handle stress? 13. Do you get along well with other women (or men)? 14. How many years of experience do you have? 15. Have you ever been convicted of any crime? 16. Can you perform the duties outlined in the job description? 17. Are you planning to have children?

19 Sample Questions 18. Would you be able to work a 1:30p.m. to 10:00p.m. shift? 19. Can you lift 40 pounds? 20. Where were you born?

20 Answers: 1.Y 2.Y 3.N 4.Y 5.N 6.N 7.Y 8.N 9.N 10.Y 11.Y 12.Y 13.N 14.Y 15.Y 16.Y 17.N 18.Y 19.Y 20.N Score Score Score Score Very Well Done Adequate Need to Improve Off the Interview Panel

21 Employment Law Federal laws impact interviewing and hiring Civil Rights Act of 1964 prohibits discrimination on basis of race, color, religion, sex or national origin Age Discrimination in Employment Act of 1967 prohibits discrimination on the basis of age against workers age 40 and older Pregnancy Discrimination Act of 1978 prohibits discrimination against an employee/applicant because she is pregnant

22 Employment Laws Americans with Disabilities Act of 1990 prohibits discrimination against physically or mentally disable employees or applicants who are able to perform a job s essential functions with or without reasonable accommodations Fair Credit Reporting Act requires an employer to notify and obtain authorization from applicants /employees before obtaining a credit history or background check