Interview close
Conflict of Interest:
The Ministry is responsible for ensuring that any conflicts of interest including perceived conflicts are minimised or managed appropriately.
Conflicts exist when a work-related matter overlaps with a personal or other interest and could include things as:
•
Political activity
•
Financial and non-financial interests – e.g., holding shares in a company
•
Family or personal relationships - with a tenderer or senior government official
•
Breach of code of conduct or dismissal from a previous role
We therefore need to ask if there are any conflicts of interests whether actual, perceived or potential that you would like to share with us now that may
impact on your ability to effectively perform in the role of a public servant at MfE?
Candidate Questions:
Do you have any questions?
Examples:
Is there anything we haven’t asked you that you would like to discuss?
Do you have any leave or holidays coming up that we should be aware of?
Explain process moving forward:
Advise the candidate that you will be in touch with an update once interviews have been completed.
After the interview
Complete the Rating Scale / Matrix – see below
Take 10 minutes to review the interview with the panel and agree the scoring of the interview for this candidate and write your feedback notes, so they
are fresh in your mind after the interview.
Update your Talent Business Partner
Let your Talent Business Partner know how the interviews went and whether you have identified someone you’d like to proceed with. They will advise on
next steps and ensure the required Police check gets underway.
Complete reference checks
Please complete two reference checks for your preferred candidate. Where possible encourage your candidate to provide their current or most recent
manager as a referee. A Reference Check Template is available from the Talent team - send completed checks to your Talent Business Partner, so they can
be saved on Springboard.
Serious Misconduct checks
If the preferred candidate has worked for a Public Service or Crown Entity in the past 3 years, we will need carry out a serious misconduct check. Please
speak with your Talent Business Partner who will advise on this.
Provide effective feedback to unsuccessful candidates
The hiring manager is responsible for providing timely verbal feedback to unsuccessful candidates they have interviewed. Unsuccessful candidates often
say they would have liked more comprehensive feedback from the selection panel. Key principles include providing feedback that is:
•
Balanced - Start with what the candidate did well and what you saw as their strengths before discussing what they could improve.
•
Specific - Clearly outline what the person did well (e.g. “you answered the questions clearly and concisely”) and what they could have improved (e.g.
“You could have provided more detail about your role in the situations you described”), so they know what to do differently next time.
•
AND for
internal candidates - taking the time to provide face-to-face comprehensive feedback.
Karakia timatatanga - opening Tuia i runga
Tuia i raro
Tuia i roto
Tuia i waho
Tuia i te here tangata
Ka rongo te pō
Ka rongo te ao
Haumi ē, hui ē, tāiki ē
Karakia whakakapi - closing Kia whakairia te tapu
Kia wātea ai te ara
Kia turuki whakataha ai
Haumi ē, hui ē, tāiki ē
