An interview process is likely a candidate’s first in person experience with the County and your team and is an important part of the overall candidate experience. Included in the resources section below is a checklist of everything needed to ensure a smooth interview process and positive candidate experience.
Selecting Panel Members
Part of the County’s commitment to equity, diversity and inclusion is ensuring that diversity is represented on all interview panels. When finding panelists who bring the necessary skills, competencies and perspectives to the interview process, you should also strive to achieve gender and racial ethnic diversity on each panel. In determining who should be on your interview panel, here are some questions to ask:
- Who is a subject matter expert and can participate?
- What skills/competencies beyond subject matter expertise are important in a successful candidate?
- Who in the pool of available panelists possess those skills/competencies?
- Can we achieve a diverse panel through the available panelists? Why or why not?
In addition, it is good to keep in mind that the added value of diversity on interview panels comes from goes beyond gender and race/ethnicity. When setting up your panel, also consider those in the available pool who may bring other perspectives to the table (such as disability, veteran status, age/generation differences, etc.) in addition to or in combination with gender and racial/ethnic diversity.
When you have your panel members selected, please request that they fill out the Panel Member Demographic Questionnaire below. You can send them the link to the online form ahead of your interviews or provide them the paper form during your panel briefing. If a panelist fills out the paper form, please submit it to your Recruitment Analyst for recording purposes.
Panel Member Information
We ask that each panel member be provided the following forms prior to participating on the interview panel:
- EEO Questionnaire for Panel Members - Their completion of this form is voluntary; however, this data helps us in our efforts to measure our progress in conducting inclusive selection processes.
- Confidentiality Form – Their completion of this form is required, and candidates can send the completed form to your HR Analyst prior to the interviews. Conflicts arise when there is a close personal relationship or other situation where the panel member cannot be objective.
It is essential that your panel members receive a briefing on the interview process prior to interviewing any candidates. This briefing should include an overview of what you are looking for in an ideal candidate, what the ideal responses are to the interview questions, and clarify any procedural questions or issues. A debrief provides the panel the opportunity to discuss candidate strengths and challenges with you to aid you in your decisions.
Your HR Analyst will make every effort to attend your briefing and debrief to provide support and answer questions from the panel.