Screening and Interviews #

This stage moves candidates from a pool of applicants to a final selection. The process should be applied consistently — the same criteria used to shortlist, the same core questions asked in interviews — so that the final decision is well-supported and fair. Candidates who are not progressing should be notified promptly at each stage.

Application Review #

Applications are reviewed by the hiring manager against the criteria in the approved job description. The shortlist should be based on documented criteria. Once a shortlist is prepared, candidates who are not moving forward should be notified before the interview stage begins.

Screening #

A brief initial call — typically 20 to 30 minutes — confirms that shortlisted candidates meet the basic requirements and are genuinely interested in the role. It also gives candidates an early opportunity to ask questions about OASIS and the position. Notes from screening calls should be documented to inform the interview stage. The interview panel should be identified before interviews are scheduled so that availability can be confirmed in advance.

Interviews #

The interview format and core questions should be agreed with the panel before any interviews take place. Consistent questions across candidates allow for a fair comparison. Panel members should submit written feedback shortly after each interview while their impressions are fresh. The final selection decision is made by the hiring manager with the (Interim) ED, taking panel feedback into account.

Reference Checks #

Reference checks are conducted after a final candidate is selected but before an offer is extended. References should be professional contacts who have directly managed or worked closely with the candidate. Notes from reference calls are retained by HR as part of the hiring record.