… Some companies require drug screening to make sure candidates do not have a drug addiction. The first step of a successful interview includes building rapport with the applicant. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. It is your responsibility to give the committee or panel members information about the position such as the position description, the essential functions of the job, and the qualifications you are seeking. It is highly recommended the committee members include: At least one individual who has a strong understanding of the role and its contribution to the department A job specialist technical or functional An individual who will interact closely with the position and/or serves as a main customer Search committee members must ensure no conflict of interest in relation to the applicants under consideration and must never be individuals who may have interest in the position Search committee members should ensure they are well equipped for their role in the recruitment process to ensure fairness and compliance. Under certain circumstances, additional references may be contacted if additional information is needed e.g. low ratings on a particular skill or behaviours by entering additional references into the SkillSurvey tool or by conducting a phone reference. Step 3: Develop Recruitment Plan Each position requires a documented Recruitment Plan which is approved by the organizational unit. pop over to these guysThese summaries, along with your entire application, will then go to the selection committee, where multiple groups of different admissions staff and faculty members will weigh in. Interviewers have an unconscious tendency to favour people who are physically and professionally similar to them.