The Screening, Interviewing, and Referral Process
The HR Officer and/or Talent Management Specialist reviews applications, conducts interviews, and refers the most qualified candidates to the hiring department. Internal and external candidates are interviewed to determine if their skills, experience, and knowledge match the requirements for a particular job opening. The HR Officer and/or Talent Management Specialist will determine with the supervisor the most effective way to conduct the screening, interviewing, and referral process. For example, the hiring manager may request that they conduct all initial screening of applicants and then refer the most qualified candidates or the hiring manager may want to review all applicants’ resumes for the position.
Applying for a position:
Step 1: Candidates apply for jobs online through MATCH.
Both employees and external applicants use online applications.
Step 2: Candidates take a pre-employment skills test (if
appropriate).
For jobs that require basic computer skills, the Talent Management Office has software that allows them to test proficiency in all basic office applications. If a candidate passes, he or she moves on to the interviewing process. If the candidate does not pass, he or she may be considered for another vacancy or may be able to retake the test for that particular position at a later date. Note:
Units must confer with the Talent Management Office on any pre-employment
testing.
Step 3: Applicants are interviewed by the department.
IIf the HR Officer or Talent Management Specialist determines that a candidate meets the qualifications for the job opening, the individual is referred to the to the hiring department for an interview.
| Unacceptable |
Acceptable |
| Age—Questions about age, birth, or dates of completion
of elementary or high school. |
A statement that age is to be verified for legal age requirements. Are
you over 18 years of age? If under, can you, after employment submit a work
permit? |
| Birthplace—Questions about the birthplace of an
applicant, applicant’s parents, spouse, or other relatives. |
Are you authorized to work and remain in the United States? |
| Race or Color—Questions about race or the color of the applicant’s skin, eyes, or hair; requiring that a photograph be affixed to an application; requesting that the applicant submit a photograph at
his or her option; requiring a photograph after the interview but before
employment. |
A statement that a photograph may be required after hire. |
| National Origin—Questions about the nationality
of the applicant’s spouse or parent; what the applicant’s native tongue
is; how the applicant acquired the ability to read, write, or speak a foreign
language. |
Asking the applicant about foreign languages applicant reads, speaks or
writes, if job-related. |
| Marital Status—Questions that indicate the applicant’s
marital status. |
Statement of policy regarding work assignment of employees who are related.
Asking for the names of the applicant’s relatives already employed by the
University. |
| Sex or Family—Questions which indicate an applicant’s
sex; sexual orientation; the number or ages of children or dependents; questions
regarding childbearing or birth control; the name of a spouse or child;
questions regarding child care. |
|
| Criminal Record—Asking if the applicant has ever
been arrested. |
Have you ever been convicted of a crime? |
| Disability—Asking if the applicant has any physical
handicaps, physical conditions, or disabilities that may limit his or her
ability to do the job; the applicant’s general health; if the applicant
has ever received worker’s compensation benefits. |
Are you able to perform the essential functions of the position that you
have applied for? |
| Religion—Questions regarding the applicant’s religion;
religious days observed; if the applicant’s religion prevents them from
working weekends or holidays. |
A statement of regular days, hours, or shifts to be worked. |
| Organizations—Requiring that the applicant identify
all organizations, clubs, societies, and lodges to which he or she belongs. |
Asking about membership in organizations that the applicant considers
relevant to his or her ability to perform the job. |
| Prior Employment—Asking if the applicant was ever
fired because of filing a Title VII claim. |
|
back to top
|
