The document outlines a 5 phase interview protocol for managers at Kingsway Community: 1) Telephone screening to determine mutual interest and qualifications. 2) Scheduling formal interviews, advising candidates of interview logistics. 3) Conducting in-person interviews using standard questions and legally reviewing applications. 4) Performing reference checks and verifying employment history. 5) Making hiring determinations, extending offers contingent on assessments, and onboarding new employees.

1. Kingsway CommunityInterview Protocolfor Managers

2. Introduction This presentation will assist managers through the Interview Process at Kingsway Community. If you have any questions or require assistance, please contact your Human Resource Department at x227. Included in the Manager Reference Guide: Phase I: Telephone Screening Phase II: Scheduling the Interview Phase III: Interview Phase IV: Reference Check Phase V: Determination/Offering of Position Originated: Human Resource Department March 2009

3. Phase One: Telepone Screening Objective: The objective of a telephone screening is to determine whether there is sufficient mutual interest to justify scheduling a formal interview. It is an efficient way for the hiring manager and job candidate to exchange certain basic information, enabling the manager to determine how the candidate’s qualifications compare to the minimum required and whether the position is of interest to the candidate.

4. Phase 1 Continued… Forms/Tools Needed: Job description of desired position Application and resume of candidate Determine the candidate’s interest by discussing: Core responsibilities of the person Work schedule: expected days and hours, including weekends, holidays, on call Availability to start work Approximate salary range, that a specific rate will be determined based on applicable education and experience That, if an offer were made, it would be conditioned on passing a drug screen and criminal background check. Disclose to the candidate that there is a 6 month minimum service requirement before the candidate would be eligible to “bid” into another department. Determine how the candidate’s qualifications compare to minimum required and to preferred qualifications by asking questions to: Confirm and clarify education, experience, other credentials Explain gaps in employment Explain why the person is interested in the position Explain why the person is interested in Kingsway Community and what they know about the company

5. Conclusion Phase 1 At the conclusion of the telephone screening: If you know that you would like to schedule a formal interview, ask the candidate, “Based on what was reviewed during this conversation, would you like to schedule a formal interview?” If you would like additional time to review your notes or compare with the results of other telephone screenings, you might state, “Thank you for your time today. I will be reviewing our discussion and you may be contacted for a formal interview.”

6. Phase II : Scheduling the interview Objective: To ensure adequate time is scheduled for a formal interview process and to ensure the candidate is advised what to expect during the interview process.

7. Phase II Continued… Guidelines: Schedule a time that provides you ample time prior to interview to prepare Advise candidate how long they should expect to be-generally 1 hour- increase timeframe if the candidate will be meeting with more than 1 individual or group interview Advise the candidate who they will be interviewing with and whether there will be more than one individual or a group interview. Provide the following to the candidate: Directions to Kingsway Community Where to park Directions to location of interview/check-in If you require a writing sample or other documents Contact name, title and phone number of the interviewer

8. Phase III Interview Objective: The objective of the interview is to assure a thorough and legal interview process that provides you the most information to make the best selection of candidate for a position. Forms/Tools Needed: Resume and/or application Interview questions Job description and Annual Assessment Benefit Summary Company Mission Statement( Found in employee handbook)

9. Phase III continued… Pre-Interview: Interview: At this point, the employee must have completed a Kingsway Community Application, provide a copy to the candidate for completion. ALL questions must be answered including employment history (“see resume” is not acceptable) Human Resources must receive and log all applications and/or resumes before the Managers proceeds to the interview phase Provide the candidate with the job description. Allow ample time for the candidate to review and formulate any questions they may have regarding the document. The following are the standard interview questions. If you have additional questions, be sure they are appropriate and legal. Your Human Resource Representative will be happy to review prior to interview. If taking notes during the interview, advise the candidate that you will be doing so. Do not make any notations on the employment application. This is a signed document from the applicant and should not be altered in any way. All documentation during the interview is part of legal documentation. Provide a high-level review of the benefits offered by Kingsway Community. Provide a tour of the environment in which the candidate would be working. Ask if the applicant has any questions that can be answered at this time.

10. Concluding the Interview: Thank the candidate for their time Advise the candidate approximately how long before a decision will be made regarding filling the position. Ask the candidate to provide a reference list and current telephone numbers.

11. Phase IV: Reference Check Objective: The objective of the reference check is to verify and obtain additional information about the candidate. Forms/Tools Needed: Telephone Reference Check form Interview Notes Application/Resume

12. Guidelines for Reference Check If the candidate has had previous employment history with Kingsway Community or is an internal candidate, review the candidate’s personnel record. All reference checks must be documented utilizing the Telephone Reference Check Form. If a reference indicates that the company policy is to provide dates of hire only, follow up with “Would the candidate be eligible for rehire?” Minimally 2 satisfactory references must be obtained

13. Phase V: Determination/Offering the Position Objective: The objective is to ensure the most qualified candidate is offered the position. Forms/Tools Needed: Resume/application (2) Satisfactory References Job Offer Contingency Form

15. Rejection Letter

16. Any notes taken during the interview processProvide and review the Job Offer Contingency Form Obtain copies of candidate’s social security card, drivers license, passport/and or permanent resident card and immunization records. Provide candidate with the name of the department and full name of manager, include telephone number Advise candidate of their pre-employment medical assessment and drug screen at the employee health office. Advise employee to the Human Resource Department to complete new hire paperwork and to be set up for General Orientation. Emphasize General Orientation is the first day of employment-company dress code does apply.

17. Conclusion The Interview Protocol is meant to be a reference guide to assist you throughout the hiring process. If there are additional questions or concerns remember to contact Human Resources. QUESTIONS? HAPPY HIRING!!! 