Candidate Assessment Specialist

Pay Range: $24.00-$25.00 and Hour DOQ

To serve people and serve them better than anywhere else.

The Candidate Assessment Specialist works with leadership and managers to strengthen the quality, consistency, and objectivity of the interview process by:

Leadership & Service:

• Communicate, model, and carry out our organization's vision statement through every candidate, manager, and leadership interaction.
• Create a professional, respectful, and consistent interview experience for every candidate.
• Serve as a neutral interview partner who helps managers evaluate the full interview rather than relying only on first impressions.
• Use sound judgment, emotional intelligence, and professional curiosity when observing candidate responses and communication.
• Bring forward patterns, concerns, questions, and ideas that may help the company improve hiring decisions and interview practices.

• Interview Participation:

• Attend in-person and virtual interviews as assigned across all White Pine/Gracewood locations.
• Participate as a second interviewer alongside the building manager or hiring leader.
• Meet briefly with the manager before the interview to review the position, key responsibilities, and any role-specific concerns.
• Use approved interview questions and ask respectful follow-up questions when a response requires clarification.
• Ensure candidates are given a fair opportunity to fully explain their experience, decisions, and responses.
• Remain attentive, engaged, and objective throughout the entire interview.

• Candidate Observation & Assessment:

• Evaluate candidates using an approved interview assessment form and consistent scoring criteria.
• Pay close attention to verbal and nonverbal communication, including tone, pacing, composure, consistency, engagement, and response to follow-up questions.
• Observe how candidates discuss accountability, past mistakes, workplace conflict, stressful situations, feedback, teamwork, resident and family interactions, reliability, attendance, escalation of concerns, and difficult decisions.
• Identify responses that appear unclear, inconsistent, rehearsed, avoidant, defensive, incomplete, or in need of additional follow-up.
• Note positive indicators such as self-awareness, honesty, accountability, empathy, composure, professionalism, and thoughtful decision-making.
• Separate factual observations from personal assumptions, preferences, or impressions.
• Consider the candidate's complete interview rather than relying on one answer, behavior, mannerism, or body-language cue.

• Manager Partnership & Hiring Support:

• Conduct a post-interview discussion with the manager to compare observations and review the candidate's strengths and concerns.
• Provide clear, objective feedback regarding areas that may require additional investigation or clarification.
• Recommend additional interview questions, reference-check topics, or a second interview when appropriate.
• Support the manager's decision-making process without independently making the final hiring decision.
• Help managers strengthen their interviewing, follow-up questioning, and candidate-evaluation skills over time.
• Maintain timely communication with managers regarding interview availability, travel, and follow-up needs.

• Interview Consistency & Documentation:

• Use approved interview questions, evaluation tools, scoring standards, and documentation practices.
• Help ensure candidates applying for similar positions are assessed using consistent standards.
• Complete interview notes and assessment documentation promptly, clearly, and objectively.
• Document what was observed and stated without diagnosing personality traits, honesty, mental-health conditions, or future behavior.
• Identify patterns that may indicate a need for improved interview questions, manager training, or hiring-process changes.
• Provide leadership with general feedback regarding the effectiveness and consistency of the interview process.
• Maintain confidentiality and protect all candidate and hiring information.

• Travel & Building Support:

• Travel regularly to all White Pine/Gracewood communities based on interview needs.
• Learn the basic staffing needs, culture, leadership expectations, and position requirements of each White Pine/Gracewood location.
• Participate virtually when an in-person interview is not practical or necessary.
• Maintain a reliable vehicle, valid driver's license, and appropriate automobile insurance.
• Plan travel and scheduling efficiently so interviews are supported without unnecessary delay.

• Other Responsibilities:

• Attend trainings, meetings, manager check-ins, and leadership discussions as assigned.
• Maintain up-to-date knowledge of approved interview questions, hiring expectations, company culture, and role-specific requirements.
• Communicate with leadership when an interview concern is unclear, significant, or requires additional review.
• Follow all privacy, confidentiality, equal-employment, documentation, and professional-conduct expectations.
• Perform other duties and assist with other company projects, as requested.

• I know I am winning in my role when...

• Managers receive a useful, objective second perspective before making hiring decisions.
• Candidates are interviewed respectfully and consistently across all White Pine/Gracewood locations.
• Interview documentation is timely, clear, factual, and based on approved criteria.
• Meaningful concerns and inconsistencies are identified early enough for appropriate follow-up.
• Managers improve their ability to ask follow-up questions and evaluate candidate responses.
• Hiring decisions are less rushed and are supported by stronger information and discussion.
• The interview process supports improved employee reliability, performance, retention, and alignment with company expectations.

• Best Practices:

• Review the job description, approved interview questions, and assessment form before each interview.
• Enter each interview with an open mind and avoid forming a conclusion before the candidate has completed the process.
• Ask one clear follow-up question at a time and allow the candidate enough time to answer.
• Record specific words, examples, and observable behaviors rather than vague impressions.
• Compare what the candidate says across the full interview and respectfully clarify inconsistencies.
• Do not treat nervousness, limited eye contact, communication style, disability-related behavior, or cultural differences as proof of poor character or dishonesty.
• Be a learner. Review hiring outcomes, listen to manager feedback, and continue improving observation and interviewing skills.

• Qualifications:

• High School Diploma or equivalent; additional education or training in interviewing, leadership, communication, behavioral assessment, healthcare, senior living, or a related field preferred.
• Experience participating in interviews, leadership, recruiting, employee development, healthcare, senior living, operations, or a related field.
• Strong observational, listening, critical-thinking, and follow-up questioning skills.
• Ability to remain neutral and avoid allowing personal preferences or first impressions to control an assessment.
• Strong understanding of professionalism, accountability, emotional intelligence, workplace behavior, and confidentiality.
• Excellent verbal and written communication ability, including clear and objective documentation.
• Ability to provide direct, respectful, and constructive feedback to managers and leadership.
• Ability to travel regularly between all White Pine/Gracewood locations.
• Must maintain a valid driver's license, reliable transportation, and appropriate automobile insurance.
• Must be able to carry out our Company Vision, which includes a positive attitude, integrity, strong follow-through, and being a good teammate.
• Must pass criminal background check from the Department of Human Services at the time of hire and as required thereafter.

• WORKING CONDITIONS:

• Primary responsibilities will be conducted in White Pine/Gracewood buildings, offices, interview spaces, or approved virtual settings.
• The noise level may range from quiet to moderate depending on the interview and building environment.
• Daily work requires regular communication, documentation, computer use, and travel between locations.
• The position requires flexibility in scheduling based on interview needs and manager availability.
• Travel to buildings, meetings, trainings, and other company locations is required.
• The position may include difficult or sensitive conversations involving candidate history, workplace conflict, reliability, or prior employment experiences.

• PHYSICAL DEMANDS:

• Must be able to sit, stand, walk, and move intermittently throughout the workday.
• Must be able to drive or otherwise travel regularly between White Pine/Gracewood locations.
• Must be able to use a computer, phone, keyboard, and mouse for extended periods of time.
• Must have the emotional stability needed to remain objective and professional during difficult or sensitive interviews.
• Must be able to communicate clearly by phone, video, email, and in person.

• #sj