Overview

Getting the right information during the interview process provides a greater chance of selecting the right candidate for the job. You are responsible for conducting fair and documented interviews for each applicant to determine the individual who will be most successful in the role, with the team, and in the organization.

To avoid the potential for discrimination in our hiring practices, ensure that everything related to the hiring process is job related and evaluated using the same standards for every candidate. The best way to do this is to do a behavior based interview. 

Note: Standardized questions will be provided by your Hiring Coordinator each time you post a vacancy.

A behavior based interview is a planned interview that is based only on the job.  It asks applicants to describe specific experiences in order to illustrate their ability to perform the essential functions of the job.

Pre Interview Preparation

• Review job description
• Review resumes and applications: Interacting with Applications for Open Positions
• Select candidates to interview
• Review: Illegal Interview Questions
• Review and select interview questions: Make sure to use the most current list of questions sent by the Hiring Coordinator in the posted position email. 
• Advise Hiring Coordinator and Human Resource Consultant (HRC) of the candidates you choose to interview either through UKG (request credit check) or by email.  
• Hiring Coordinator will initiate credit checks on all candidates 
• After credit check is complete, Hiring Coordinator responds to the manager by approving or denying the requested candidate for interview.
• If approved, schedule the interview.

During Interview

It is recommended that a 2nd associate attend interview to function as a note taker.  

Open

• Greet applicant - Welcome and thank candidate for their time 
• Build rapport
• Set agenda - explain the interview process to the candidate

Gather

• Ask selected behavior based questions from the Interview questions attachment in the posted position email sent by Hiring Coordinator.   
• Listen and observe
• Notetaker documents responses
• Use interview communication skills – ask clarifying questions.

Give Information

• Sell Capital City Bank (culture, benefits, longevity of associates)
• Provide applicant with a copy of the job description
• Ask applicant if they have any questions

Close

• Inform applicant of the selection process (assessment, pre-employment screening, drug screening) 
• Tell the applicant when they can expect to hear from you
• Escort the applicant out

Post Interview

Evaluate 

• Make note of key observations that will impact the decision making process
• Evaluate the candidate against the requirements of the job via the job description
• Evaluate the candidate for fit within the department and the organization as a whole 

2nd Interviews

• As needed - Complete the Conducting Follow-Up Interviews Attachment in position posting email from HRC

Follow Up 

• Work with manager to select top two or three applicants. 
• Request assessments. Note: Up to 5 assessments can be requested for non-leadership positions. 
• Review Assessment results when received to determine if associate is a good fit.  Omnia Assessments for Retail Positions
• Reach out to your HRC for salary offer for selected candidate
• Contingent upon pre-employment screening, extend salary offer. 
• Confirm acceptance with HRC and Hiring Coordinator
• Next steps: To be done after pre-employment screenings are completed.
  • Confirm a start date
  • Where, when, and to whom to report to on the first day of employment
  • Discuss expected work hours
  • Schedule any initial training required – coordinated through the Hiring Coordinator
• Notify all interviewed applicants the position has been filled 
• Scan and send Interview Tracking Form and interview notes to the Hiring Coordinator
• Hiring Manager receives the Onboarding Package prior to the associates start date

Interview Tips