1.9.1 The interview should be an opportunity to build goodwill between the candidate and Al- Ghazzawi Group, regardless of whether or not the candidate goes forward in the process. 1.9.2 The interview should also provide an opportunity to elicit and assess behavioral and functional competencies to effectively rate the presence / or absence of the candidate’s skills. 1.9.3 To assess capability of the candidate, the recruitment department shall conduct a primary and informal interview with the client. The recruitment department, in cooperation with the concerned department(s), may provide tests depending on the need of the position (e.g. tests related to language, computer, etc.). 1.9.4 An Interview Committee should be set up to participate in the interviews. The members being: • HR Director • Talent Acquisition Supervisor • Concerned Department Head • Sector GM • CEO (for supervisory levels and above) 1.9.5 Candidates’ interview expenses should be controlled and approved by the HR Director. 1.9.6 The salary structure consists of all salary ranges within Al Ghazzawi Group. It is designed to attract, motivate and retain highly qualified people and to allow for the salary progression of employees, as they become more experienced in performing their jobs. 1.9.7 Al Ghazzawi Group salary structure currently consists of five groups as shown in the below table: Grade Levels Group Two Grade levels (14 - 15) Top Management Three Grade levels (11 - 13) Middle Management Four Grade Levels (7 - 10) Professionals Three Grade levels (4 - 6) Officers Three Grade levels (1 - 3) Labors 1.9.8. Al Ghazzawi Group salary structure currently has Fifteen grade levels. Each grade has a minimum, a midpoint, a maximum and a range-spread. 1.9.9. Hiring Rates: a. Employees who meet minimum job requirements: Grade Minimum b. Employees with qualifications that exceed the minimum job requirements: within 1st Quartile i.e. up to 25% of range c. Employees with qualifications higher than those stated in (b): within 2nd Quartile i.e. 25-50% of range d. Highly specialized employees may be offered more than grade midpoint (out of policy); i.e. Over 50% of range e. Employees who do not meet minimum job requirements or trainees: 10-20% below grade minimum.