The hiring manager and Personnel staff should assure that the critical tasks, KSAs, and training and experience requirements, including any selective criteria, necessary to successfully perform the duties of the position have been identified. Information from the job analysis and position description will guide the hiring manager in drafting the vacancy announcement. Personnel staff will ensure the vacancy announcement meets the requirements of State policy. Personnel staff may be consulted for assistance of selection tools and procedures. Some examples of selection tools include structured interview, in-basket exercises, written tests, skills tests, and reference checks.
Applications are to be submitted to the Personnel department.
The Personnel Officer, with the assistance of the hiring manager, or management designee, will screen all applications to determine which applicants meet essential qualification requirements including any selective criteria. In situations where there are 10 or less applications meeting the essential qualification, all may be forwarded directly to the hiring manager in alphabetical order. This group then becomes the pool of most qualified applicants. If the quality of applications forwarded is deemed inadequate, the hiring manager may choose to re- advertise the position. If there are more than 10 qualified applicants, a second level of evaluation will be conducted to determine those that are most qualified.