NOTE: This document is provided online as a reference only and is not intended to supplement or replace any training offered, requested or required by Human Resources regarding the interviewing of prospective Staff employees.

Please read prior to reviewing applications. Contact Recruitment if you have any questions.

1. Veteran's Preference requires that a veteran be given special consideration during the employment selection process (note: for convenience, veterans are indicated first on the Employment Applicants Log you receive with the applications). Granting an interview is one example of special consideration. This special consideration does not, however, require the selection or subsequent consideration of a veteran over a non-veteran who is more qualified for the position. If a non-veteran is hired, you must justify and document the decision subject to review by the Division of Veterans Affairs and the Public Employees Relations Commission.
2. Utilizing the position description, select qualified applicants. You must interview a minimum of three (3) applicants. A minimum of two of the three candidates to be interviewed should be internal applicants, provided at least two have applied, and they 1) have attained regular status in their current class and 2) meet minimum qualifications for the position, except where a vacant position is filled by a demotion, reassignment. Phone calls detailing lack of interest in your vacancy do not count as a formal interview.
3. Interviewing officials must ensure the applicants selected for an interview meet the minimum education/experience requirements prior to interviews. (Ex. An applicants works for ABC, Inc. from 09/01/02 to 09/01/03, but only works 20hrs a week. This would only count as 6 months experience.) Should you need assistance you may contact Recruitment for assistance. Recruitment will review the minimum qualifications of each applicant selected for an interview.
4. Do not administer any test during the interviews. You may, however, ask applicants to describe methods of performance, but demonstrations of skill or abilities are not permissible. If, however, a test is absolutely essential for selection, please contact Recruitment.
5. If your position requires a typing examination, (Clerk Typist, Secretary, Senior Secretary, Executive Secretary, and Word Processing Operator only) contact Recruitment to schedule the exam.
6. When scheduling interviews, advise the applicants of the biweekly salary, position title, and departmental work schedule (especially any work hours outside the typical 8:00 a.m. to 5:00 p.m., Monday through Friday), your building and room number, and the location of parking facilities. Please note: Internal promotions are hired at the pay range minimum of the position or 5% to 10% of their current biweekly salary, whichever is greater. Lateral reassignments are transferred at current biweekly salaries.

Note: Hiring officals may hold telephone interviews for the initial screening to determine who they would like to invite to campus for an interview. If interviewing more than one applicant all must receive an initial screening by telephone. Final interview(s) must be held in person.

7. When calling applicants at their place of employment to schedule an interview, DO NOT leave a message containing your name, place of employment, or telephone number unless the applicants have given approval on their applications. Please allow the applicants flexibility to make interviewing arrangements with their present employer.
8. After the interview process, change applicants’ statuses and provide rationale statements for selected and not hired-interviewed applicants online.
9. Perform at least 2 Telephone Reference Checks on the selected applicant (one from most recent employer).
10. Complete and print the online hiring proposal. Obtain the appropriate signature.
11. Forward the signed hiring proposal, signed application and transcripts (if the applicant claimed 15 or more college credits) to the Recruitment Section in Human Resources for approval. An unofficial transcript is acceptable for processing but an official transcript is required within 30 days of hire.
12. Upon notification of approval by Recruitment, prepare job offer letter. Forward a copy of the job offer letter or "Selected Candidate Approved for Hire" email with the Personnel Action Form to Records for processing.
13. Department should prepare a letter for non-selected candidates and mail them once the hiring packet has been approved by Recruitment.

Note: Most of the forms on this site are in PDF format, unless otherwise indicated, and require Adobe's Acrobat Reader, which you can obtain from the following link: