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Interview Procedures
Interview Procedures
Hiring managers will review and screen applicants based on required qualifications and the specific needs of the school/department. HR staff will screen administrative applicants and forward qualified candidates to the hiring manager(s).
When screening applicants, ensure minority candidates are included in the interview pool, when available, to reflect the district’s demographics.
Interview questions will be collaboratively developed by the interview team to elicit responses that reveal candidate competencies.
Hiring managers, a designated HR representative (for district-level positions) and a demographically diverse committee will participate in the interview process.
The interview team will reach consensus on the selection of the candidate(s) recommended for hire.
If consensus is not reached for district level positions, the hiring manager will meet with their supervisor and the Chief Human Resources Officer determine the final recommendation or repost the position.
The hiring manager will conduct reference checks, including at least one reference not provided by the candidate.
Once a candidate is selected, the hiring manager will complete the Personnel Action Form (PAF) documenting the recommendation for hire and all applicants interviewed.
The hiring manager will notify the selected applicant: “We are recommending you for hire. Your official offer will come from the Office of Human Resources.”
The hiring manager will notifiy unsuccessful candidates: “Thank you for your interest in our school/department. At this time, we have selected another candidate for this position.”
Are Your Candidates Interview Ready?
Candidates who are interview ready meet the following:
Candidate completed application in PowerSchool stating they are qualified.
Candidate certification may not have been verified with EPSB yet.
Why are candidates listed before certification has been verified?
Candidates may appear in the applicant pool prior to certification verification to allow hiring managers to review their applications without delay.
Out-of-state candidates, new graduates, and alternative certification candidates may not yet appear in EPSB; however, they are eligible to be interviewed.
Interview Question Guidelines
Interview Question Guidelines
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
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
Meaning of former job titles
Reference Check
(Use for reference(s) not provided by the candidate)
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