HIRING PROCESS GHR.

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Presentation transcript:

HIRING PROCESS GHR

VACANCIES Vacancies occur when an employee resigns or a new position has been created. In both cases a requisition is created so the position can be posted on the job board. In cases when an employee resigns, a resignation letter must always be submitted to the Manager and should include an effective date for the resignation.

MANAGER SELECTION SCREEN CANDIDATES INTERVIEW CANDIDATES Establish a rubric for scoring candidate applications Interview committee should complete rubric a for each candidate Disposition candidates that will not be interviewed INTERVIEW CANDIDATES Committee should have at least three members Diverse committee someone from the position’s same bargaining unit

Hiring a Candidate Prepare to Qualify Verify Candidate The Finish Line Hiring Routing Form Move candidate to Qualify Salary Estimator for Pro-Tech and Admin positions Candidate initiated background and reference checks Skill Survey Reference Report (external) Reference Check Form with most recent supervisor (internal) Reference Attestations Offer from HR On Boarding (salaries for Bargaining Unit positions set by HR) Candidate accepts offer online Start date discussion (1st or 15th for internal candidates) New hire paperwork; candidate must have fingerprints done by DPS prior to 1st day of work