Referrals. Selecting officials should have the opportunity to make a choice from among an adequate number of best qualified candidates and an applicant pool that is as diverse as possible. The rater (or raters) shall designate the best qualified group based on their evaluation of the candidate's application package against the qualitative job-related criteria. Referrals will be made to the selecting officials in alphabetical order on the selection certificate and will include each candidate's application package. Selecting officials are encouraged to make selections in a timely manner, however, it is within bureau discretion to set time limits on the life of the certificate. (See Exhibit 9).

Interviews. Selecting officials must ensure that all candidates are treated fairly and equitably. Normally, if one candidate is interviewed, all other candidates should be interviewed. However, if only certain candidates are chosen to be interviewed, the choice must be based on job-related criteria. The selecting official is responsible for ensuring that interviews are properly conducted, that all questions are job-related, and that every effort is made to obtain the same information from each candidate. The interviewer may not ask about or discuss a candidate's race or ethnic background, color, sex, age, disability, religious beliefs, marital or family status, political affiliation, sexual orientation, or labor organization affiliation or activity. If distance precludes a personal interview, a telephone interview may be conducted. The payment of expenses for preemployment interviews is authorized in certain situations (refer to 5 CFR 572).

Noncompetitive Selections. The selecting official may choose to fill a vacancy noncompetitively as long as such action is consistent with appropriate approved exceptions to merit promotion procedures (Veterans Readjustment Appointment, Student Career Experience Program, reassignments), and CTAP requirements.