Interview Procedures & Best Practices

1. Hiring Managers will review and screen applicants based on the qualifications required for the position and needs of the school/department.  HR Staff will screen administrative applicants and forward approved applicants to the hiring manager(s).

   • • When screening applicants, ensure minority candidates are included in the interview pool to reflect the district’s demographics, if available.

2. Questions will be collaboratively developed by the interview team to elicit responses that reveal competences.

3. Hiring managers, designated HR team member (for district positions) and a demographically diverse committee will participate in the interview process.

4. The interview team members will come to consensus on the selection of the candidate(s) to be recommended for hire. 

5. (District Level Positions) If consensus is not reached, the Hiring Manager will meet with their Supervisor, and the Chief of Human Resources to come to a consensus on the recommendation or repost the position.

6. Hiring manager will review references, including one that is not listed by the candidate.

7. Once a candidate is selected, the hiring manager will  complete the PAF indicating their recommendation for hire and documenting all applicants interviewed. 

   • • Hiring Manager will notify the selected applicant that “We are recommending you for hire.  Your official offer will come from the Human Resource Office.”

     • Hiring Manager notifies unsuccessful candidates as well “Thank you for your interest in our school/department.  At this time, we have selected another candidate for this position.”

Candidates who are interview ready meet the following:

1. Background check (AOC) has been approved 

   • • If the candidate is not seen in AppliTrack, the background check has not been approved.

2. Candidate completed application stating they are qualified

3. *Candidate certification has not been verified with EPSB

Why are candidates listed before certification has been verified?

1. To allow hiring managers to review their application.  

2. Out-of-state candidates, new graduates and alternative certification candidates may not be listed on EPSB however they can be interviewed. 

Unless there is a proven relationship to the job being sought, the following questions should not be asked of job applicants and information regarding them should not be considered when making hiring decision:

• Medical or mental health history; 

• National origin and citizenship status; 

• Height, weight or physical characteristics; 

• Membership to professional or civic organizations that would reveal national origin, race, gender, religion or any of the other protected classes under fair employment practice laws; 

• Military status; 

• Sexual orientation; 

• Age; 

• Previous address; 

• Names of relatives; 

• Receipts of unemployment insurance, workers' compensation, or disability benefits; 

• Foreign languages; 

• Child care, family planning or number of children; 

• Religion or religious beliefs; 

• Past rejection for bonding; and 

• Salary history

Questions should be relevant and job related. Questions regarding an applicant's training and education are normally job related. Other topics that may prove relevant and job related include:

• Completing incomplete information or application; 

• Gaps in work experience or education; 

• Geographic preferences and feelings about relocation, if applicable; normal working hours; 

• Overnight travel, if applicable; 

• Reasons for leaving previous jobs; 

• Personal attributes that could contribute to job performance; 

• Job-related achievements; 

• Signs of initiatives and self-directions; 

• Indications of work habits; 

• Specialized knowledge or expertise; Lack of detail concerning experience; and 

• Meaning of former job titles