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penrod  
#1 Posted : Saturday, November 10, 2018 7:17:24 AM(UTC)

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What guidance is the HR tech under when creating BQ list with regards to how long, where to cut, etc.?

Is HO obligated to interview all, none, or some of the applicants on this list? (this is a posting for Current Feds)

Thank You!
Endless Summer  
#2 Posted : Saturday, November 10, 2018 8:07:38 AM(UTC)
Endless Summer

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Originally Posted by: penrod Go to Quoted Post
What guidance is the HR tech under when creating BQ list with regards to how long, where to cut, etc.?

Is HO obligated to interview all, none, or some of the applicants on this list? (this is a posting for Current Feds)

Thank You!


I can't speak to what the guidance is for HR in creating the list but I can say that in the handful of hiring boards I've participated in there was no requirement to interview any of the candidates. As a matter of fact we never interviewed all of them on the boards I took part in. We'd typically get 5-12 referrals and reduce that to the three most interesting ones. Those were the ones we interviewed.
thanks 1 user thanked Endless Summer for this useful post.
penrod on 11/10/2018(UTC)
frankgonzalez  
#3 Posted : Saturday, November 10, 2018 6:53:28 PM(UTC)
frankgonzalez

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I’ve had certs with over 100 on them. We racked and stacked the resumes ( typically a three person panel, with the scores for each resume averaged) to get the interview list. That has ranged from top 3 to 10 people. It all depends where the natural cut line was.

Also, we can look at the certs and decide no-one is worth interviewing and send it back unused and start over.
You should have voted Cthulu...the greatest of all Evils
thanks 1 user thanked frankgonzalez for this useful post.
penrod on 11/10/2018(UTC)
penrod  
#4 Posted : Saturday, November 10, 2018 7:57:57 PM(UTC)

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Originally Posted by: Endless Summer Go to Quoted Post
Originally Posted by: penrod Go to Quoted Post
What guidance is the HR tech under when creating BQ list with regards to how long, where to cut, etc.?

Is HO obligated to interview all, none, or some of the applicants on this list? (this is a posting for Current Feds)

Thank You!


I can't speak to what the guidance is for HR in creating the list but I can say that in the handful of hiring boards I've participated in there was no requirement to interview any of the candidates. As a matter of fact we never interviewed all of them on the boards I took part in. We'd typically get 5-12 referrals and reduce that to the three most interesting ones. Those were the ones we interviewed.


Originally Posted by: frankgonzalez Go to Quoted Post
I’ve had certs with over 100 on them. We racked and stacked the resumes ( typically a three person panel, with the scores for each resume averaged) to get the interview list. That has ranged from top 3 to 10 people. It all depends where the natural cut line was.

Also, we can look at the certs and decide no-one is worth interviewing and send it back unused and start over.


racked and stacked - love it ........ thanks for the feedback - i'm getting a better feel about how the process works ...... hook 'em and book 'em

penrod  
#5 Posted : Saturday, November 10, 2018 8:01:01 PM(UTC)

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Originally Posted by: Endless Summer Go to Quoted Post
Originally Posted by: penrod Go to Quoted Post
What guidance is the HR tech under when creating BQ list with regards to how long, where to cut, etc.?

Is HO obligated to interview all, none, or some of the applicants on this list? (this is a posting for Current Feds)

Thank You!


I can't speak to what the guidance is for HR in creating the list but I can say that in the handful of hiring boards I've participated in there was no requirement to interview any of the candidates. As a matter of fact we never interviewed all of them on the boards I took part in. We'd typically get 5-12 referrals and reduce that to the three most interesting ones. Those were the ones we interviewed.


cool, i hope they find me interesting ...... thanks for your insight
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