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 (USPS) 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 Staff Applicant List on the Online Employment System). 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 or reassignment. Phone calls indicating 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 applicant works for ABC, Inc. from 09/01/02 to 09/01/03, but only works 20 hrs a week would only count as 6 months experience). If you are unsure if an applicant meets the minimum qualifications, contact Recruitment for assistance.
4. Do not administer any tests during the interviews. However, you may ask applicants to describe methods of performance, but demonstrations of skill or abilities are not permissible. If a test is absolutely essential for selection, please contact Recruitment.
5. If your position requires a typing examination (Secretary, Senior Secretary, Executive Secretary), Recruitment will schedule the exam for your selected candidate only after all other hiring documents have been completed.
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% above their current biweekly salary, whichever is greater. Lateral reassignments are transferred at current biweekly salaries .

Note: Hiring officials may hold telephone interviews for the initial screening to determine who they would like to invite to campus for an in person interview. If telephone interviews are conducted with any applicants, all applicants selected for interview must receive an initial phone screening. Final interviews 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 two Telephone Reference Checks on the selected applicant (one should be from most recent employer). Telephone reference checks must be from current or previous supervisors.
10. Complete and print the online hiring proposal. Obtain the appropriate signature.
11. Forward the signed hiring proposal, original 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 to Records along with an electronic PAF.
13. Department should prepare a letter for non-selected candidates and mail them once the hiring packet has been approved by Recruitment.

If you have questions regarding recruitment, please e-mail employment@mail.ucf.edu.

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