The process is primarily geared to fill the applicant pool to complete only cursory requirements for compliance to regulated reporting. The final determination is not based on a comparison of your qualifications, experience, skills, or performance. It is a subjective decision of "comfortable familiarity" with the applicant. So obviously, Harris is populated with a team of former vendors. Any conversation with HR is only geared to keep you in the applicant pool for stat reporting. As far as the process is concerned, the hiring manager and assigned HR resource have already worked through the strategy to hit all the check points for moving on the targeted vendor applicant. The panel you will be interviewing with is comprised of the hiring manager and subordinates to assure that the voting/decision adheres to the predetermined outcome. So I would advise that potential applicants refrain from entering the process, and consequently helping to implement a strategy that so obviously goes against best practices, and likely legal guidelines. From the outside, the execution of said, leads to doubts about the internal execution, reporting, and outcomes of this group towards any HQ stated strategy or goals.

Very simple. Review is based on your position and questions are prepared and asked by a panel. All candidates are reviewed and unanimous decision on one, based on the interview is selected and offered the position