The Hiring Process

The HR department will screen applications to ensure they meet the minimum qualifications required for the position, such as education, experience, and any specific certifications or skills listed in the job description.

For positions above entry level, a subject matter expert who is familiar with the responsibilities and requirements of the role, will review applications the applications that passed the minimum qualification review. They will assess the relevance and depth of each candidate's experience, considering how closely it aligns with the specific needs of the position. Applicants whose backgrounds best match the role's expectations will move forward in the selection process.

Some recruitments may require a written test or supplemental questionnaire to evaluate and confirm each candidate’s relevant knowledge, skills, and experience, to confirm that those advancing possess the skills necessary for the role.

Candidates who successfully complete all of the previous steps will be invited to participate in a structured oral board interview. Applicants will answer the same set of standardized questions that are designed to give candidates the opportunity to demonstrate their industry knowledge, work abilities, and achievements. Applicants that receive a passing score will be placed on an eligibility list and assigned a ranking based on their combined scores from any previous assessment and the oral board interview.

The department will interview the top ranking candidates and select the candidate who's unique combination of education and experience is best suited for the role.

In order to help you prepare, here's some general information about our interview process:

• The panel has not been provided your job application or resume, so you should not assume they are familiar with your work history or education. We typically start with a question asking you to describe your background, so be sure to include anything that would make you a strong candidate.
• Interviewers will ask all candidates the same set of questions, and they may ask you follow up questions if they want more information or clarification from you. You will also, time permitting, likely have an opportunity to provide additional information not covered in the questions.
• The interviewers will be taking notes.
• The interview panel may include the following subject matter experts: Gishela Portulgal, Port of Oakland Human Resources Analyst; Seantea Stewart, City of Fremont Human Resources Manager; Beverly Christie, The Bentley School Human Resources Dircetor.

Here are some tips to help you prepare:

• Be familiar with the job for which you're being interviewed. Read the advertisement or job description to identify which personal attributes and behaviors are likely to be key success factors for the role.
• Make a note of two or three examples for each personal attribute that will best illustrate your suitability for this job.
• Be able to draw from a variety of experiences that demonstrate your skills and abilities. A good story can also combine work experience with a non-work experience (shows you can use the skill in a variety of settings). Examples may be from your work experience, your personal life or some social or other situation. Of course, a unique work situation story should be your first choice. Be as open, expressive and succinct as possible about each experience.
• Let others help you out - use examples of quotes from bosses or customers, i.e., "My boss gave me a good performance review, they liked the way I stepped in to get the job done without being told to." This demonstrates your willingness to accept contribution, your flexibility and teamwork skills.
• Think 'STAR' - Situation or Task, Action, and Result. There are several variations of this acronym in the recruiting industry, but all of them are intended to provide structure and focus to your answers. When asked about a type of situation, the interviewer is looking at how you responded to it by via a specific example. Using the STAR model you would break your answer into the three segments of: description of the situation or task, then the action you took, and the final measurable result.
• This makes it easier for the interviewer to visualize and record your specific behavioral responses to specific events and so gain the best impression of your potential future performance. Prepare at least one STAR response for each personal attribute you may be questioned on. Make sure you don't use the same example for all the attributes.
• Use recent examples. As you will be probed for detail around the situation, it is better to use events in the last 12-18 months as the detail will be clearer in your mind. Be specific as possible about your contribution and the quantitative results achieved. Specific absolute or relative (%) gains in areas such as cost or time savings will give you the interviewer a clearer picture of your abilities. If specific measurable results don't apply to your example, you might explain how it streamlined processes, empowered others or resolved communication or productivity issues.
• Practice telling your stories until they are vivid and concise, one to three minutes long.
• Remember, you are selling your technical AND personal skills. Being able to communicate your adaptability and relatedness at an interview is essential to becoming the leading candidate. This 'story telling practice' is an important preparation tool to assist you in creating a natural flow to your stories so that the interviewer can focus on your potential benefit to the City.