HUMAN RESOURCES DEPARTMENT

HIRING PROCESS

After the application period is closed, applications will be reviewed and based on the information provided, the candidates matching the needs of the Agency will be invited to participate in the selection process. Each selection process may be different depending on the type of job for which you are applying. Usually, our process will consist of one or more of the following:

• Written Test - Written tests are designed to test general aptitude or specific knowledge of the technical aspects of the job for which you are applying. You may wish to thoroughly review the job announcement to familiarize yourself with the areas, which may be tested.

• Performance/Practical or Agility Examination - Practical examinations are typically given for positions, which require a specialized skill or ability, such as typing proficiency or the operation of special equipment. You may or may not be given prior information regarding the content of the exam, depending on the nature of the job for which you are applying

• Oral Interviews - Those applicants who are successful in passing the initial testing and/or screening process will be invited to an oral interview. Oral interviews are typically conducted by a panel of qualified subject matter experts. Please dress in professional attire which is appropriate for the position for which you are applying. We recommend that you research the job thoroughly to determine what knowledge and skills may be evaluated during the interview. Keep in mind that you will be asked to discuss your qualifying background. You may want to prepare by practicing an opening statement regarding your specific education and experience. Try to relax and provide concise but complete responses to the panel's questions. The interview will last approximately 30 - 60 minutes, depending on the position for which you are applying.

• Following the selection process, the Human Resources Department will notify you, by e-mail, of the status of your application. If you are successful in passing the selection process, your name will be placed on an eligibility list for the current position opening as well as any future positions which may become available for up to six months after the eligibility list was established. Depending on the number of candidates who were successful in being placed on the eligibility list, the hiring department which is attempting to fill the vacant position may elect to conduct a second interview to include some or all of the candidates who are on the eligibility list prior to making a final decision to hire.

• Background/Reference Checks are conducted for all potential employees by a third party. The background/reference checks will verify employment related information to ensure that individuals who join our workforce are well qualified and have a strong potential to be successful in their employment. Background/Reference Checks will start after a conditional offer of employment is extended but prior to the pre-employment physical examination. Some positions may require a credit check; credit checks will comply with the Fair Credit Reporting Act.

After the Interview
Approximately two weeks after the interview, you will be notified, by e-mail, the results of your interview. Your notification will inform you if you were successful in the process. If you have been successful, your name will be placed on an Employment Eligibility List for the position. The Eligibility List is then sent to the Hiring Department. The Hiring Department may conduct second interviews and hire anyone from the Eligibility List. The Eligibility List for the job classification will remain in effect for six months or until exhausted. Future vacancies may be filled from it on an Agency-wide basis.

Does the Human Resources Department conduct the selection interviews?
The Human Resources Department is often NOT involved in the final selection decision. The Agency's objective is to select the best person for the position. The Human Resources Department recruits, screens, and tests applicants based upon the job requirements for the position in order to create a pool of eligible candidates for consideration. The hiring department reviews the pool of candidates, evaluates each candidate's qualification for the particular job, and makes a recommendation for a job offer.