All Personnel
OP 4111.06/4211.06/4311.06(a)
PREPARING INTERVIEW PANEL
After the paper screening has narrowed the field of candidates, interviews are set up. Because
interviews are crucial to the selection process, adequate planning is essential. Careful
preparation for interviews prevents lost productivity and replacement expense; a poor
selection costs the County Office money and results in wasted staff time and taxpayer
dollars.
Effective interviewers are characteristically those who:
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Spend time analyzing the job to be filled
Ask the right questions to determine a candidate’s job-related strengths and
weaknesses
Begin with broad, general questions and move to those that are more specific
Talk only enough during the interview to draw out the candidate
Evaluate the candidates objectively
Purpose: To improve the quality of interviews by implementing a careful planning process
which includes the orientation and adequate preparation of interviewers.
Timeline: Oral interview applicants need a minimum of one week’s notification following
the paper screening.
Procedures:
1.
Certificated – Assistant Superintendent, Human Resources, and department director
jointly determine interview panel members for all certificated and management
positions. Panel members typically are those whose current positions are at a level
equal to or greater than the position being interviewed for, although employees who
will work directly with the person may also be included. Panels may consist of
members who are internally and/or externally employed; however, when a
management position will involve work directly with districts, a district
representative should be included on the panel.
Classified – Assistant Superintendent, Human Resources, works with department
administrators and unit staff in selecting panel members for classified positions.
2.
3.
Assistant Superintendent, Human Resources, sets the date for interviews and notifies
panel members and candidates.
Department director or designee and Assistant Superintendent, Human Resources,
examine the position announcement, job description, job requirements and
application form to determine the areas to be covered by the interview.
OP 4111.06/4211.06/4311.06(b)
PREPARING INTERVIEW PANEL (continued)
Typical categories in which candidates will be rated include:
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Knowledge, skills and abilities
Work experience
Presentation/response to questions
Communication skills
Over-all impression
Certificated: Department director or designee develops interview questions beginning
with general questions and moving to more specific or technical questions.
Classified: Assistant Superintendent, Human Resources, uses standard questions,
merging department director’s questions as appropriate.
5.
Assistant Superintendent, Human Resources, reviews certificated interview questions
prior to the oral interview.
6.
Assistant Superintendent, Human Resources, shall review the standard rating sheets
with the department director.
7.
Department director may use additional rating sheets if appropriate, but all rating
sheets must be reviewed and approved by the Assistant Superintendent, Human
Resources.
8.
Assistant Superintendent, Human Resources, schedules a room that will allow all
interviews to be held in the same setting, with the only elements altered being the
applicant and time of interview. Candidates are scheduled on one day, if possible, and
interviews are spaced as necessary. Personnel Director takes steps to prevent
interruption during the interview.
9.
Assistant Superintendent, Human Resources, shall notify candidates and panel
members of interview arrangements.
SONOMA COUNTY OFFICE OF EDUCATION
Policy Reference: SP 4111/4211/4311, Recruitment and Selection
Procedure approved: February 2014
(4110.07)