Sample Statement on Procedure for Screening of Applicants

1. Human Resources Screening: All applications initially will be screened by the Human Resources Office to determine if required qualifications for the position are met. Only those applicants whose materials demonstrate that the required qualifications are met will be forwarded to the hiring department for further consideration. a. Applicants will be given appropriate tests, if applicable to job requirements, by the Human Resources Office to determine their proficiency in selected skills. b. The Human Resources Office retains active applications for employment in Clerical, Technical, for a period of 90 days. The only applications forwarded to a department for consideration in a search will be those where the applicant has specifically applied for the vacancy. If an individual desires to have his/her active application considered for an advertised vacancy, he/she may call the Human Resources Office to request his/her application be considered for the vacancy, or he/she may do so in writing. However, such directions must be provided to the Human Resources Office by the closing date of the search. Applications which are older than 90 days at the time an applicant indicates an interest in a vacancy cannot be included in the search file. If the applicant still desires employment with ABC, a new application must be completed. c. In order to be hired, applicants must satisfy the qualifications requirements as set forth in the job announcement. 2. Departmental Screening – (All evaluation and selection decisions must be consistent with Affirmative Action procedures which follow.) a. For all positions, the unit hiring officer will evaluate all applicants and select from among qualified individuals to fill the vacancy. A search committee may be used. b. For administrative and professional positions, a search committee is to be used; however, a hiring unit officer may elect to process the search without using a committee. 3. For all applicants considered at each stage of the search, reasons must be identified and recorded for any applicant who is dropped from further consideration. These reasons must become part of the search file.