The number of applications received for consideration will be dependent upon the screening questions developed for the minimum qualifications and if the department requested HR to conduct a preliminary screen. In general, the department will have access to view applications as received. However, the department must not begin the interview and selection process until the position has been released by Employment  Services/HR in the PeopleAdmin system, typically following a minimum 10-day posting period as required by policy and/or collective bargaining contract.

When screening the applications, screening will proceed as follows:

• Verify applicants identified in the PeopleAdmin system as an applicant with Layoff Preference by contacting your Employment Consultant/Recruiter. If the layoff has preference for your position, the layoff must be interviewed first without consideration for remainder of the applicant pool.
• Review affirmative action goals and the applicant pool for diversity.
• Review applications for completeness. Note: Answers to questions regarding involuntary termination, felony, felony-reduced-to misdemeanor or misdemeanor and crime convictions on the application form must be complete/fully answered. Contact your Employment Consultant/Recruiter should there be question about the information provided and the relevance to the position.
• Use the experience, skills, knowledge, and abilities (SKA's) identified in the job posting to screen the applications in addition to any preferred qualifications to determine those that closely match your selection criteria and to justify applicants considered for interview.
• Document the specific reason/SKA for disqualification in the PeopleAdmin system.
• Follow the steps outlined in the “Closeout” Process to document your selection and hire process.

Revised November 12, 2009