What is the primary purpose of the interview process in non-biddable assignments?

The primary purpose of the interview process in non-biddable assignments is to select the most suitable candidate(s) for the position. This means that the interview serves as a critical evaluation tool where candidates are assessed based on their qualifications, experiences, skills, and overall fit for the specific role being filled. The focus is on identifying the individual who not only meets the requirements outlined for the position but also aligns well with the organization's values and operational needs.

In non-biddable assignments, where positions may not be openly advertised or available for bidding, the selection process becomes even more crucial. It ensures that the chosen candidates bring the right competencies and are capable of fulfilling the responsibilities of the assignment effectively. This emphasis on suitability helps streamline operations and fosters a high level of performance within the department.

While assessing interview panel effectiveness, providing feedback to applicants, and comparing candidates from different divisions are all important aspects of the human resources process, they do not constitute the primary objective of the interview itself in this context. The main goal remains centered around making the best possible selection for the role at hand.