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Time Frame for Posting a Position <br /> <br /> i <br /> A supervisor should contact HRRS as soon as the supervisor decides to post a position. Only <br /> five postings each week are processed Early notification to HRRS will allow the supervisor to <br /> get into the posting queue without a wait. A job requisition form for the posting should be <br /> submitted to HRRS by 5:00 p. m. on Tuesday. The position will be posted' the following <br /> Monday. <br /> Most positions are posted for three weeks. Deadlines for applications for a position are always <br /> on a Friday. The applications are available for screening by HRRS or the supervisor <br /> Tuesday or Wednesday after the posting closing. HRRS will pre-screen applications for <br /> minimum requirements, and then the supervisor can do another screening to select the <br /> candidates to participate in the selection process. Screening usually takes one week to ten <br /> days. Screening results should be reviewed with Recruitment and Selection staff prior to <br /> contacting candidates and inviting them to a selection process.. <br /> Once the top candidates are identified, the selection process begins. Candidates should get at <br /> least a one week notice of the time to arrive for the selection process. After the process, <br /> reference checks are conducted, which take a few days. Often the finalist needs a medical <br /> exam and drug screen and successful results on these exams must be received before a final <br /> offer of employment is made. The selection process usually takes at least six weeks to <br /> complete. Ifother selection tests and tools. are used, the timeframe for process completion <br /> could be even longer. Time must also be allowed for the finalist to give notice to his/her <br /> current employer and move, if necessary. <br /> Developing Selection Criteria and Devices <br /> Durin the time that a osition is osted the su ervisor works with Recruitment and Selection <br /> g p p p <br /> staff to develop selection criteria and materials. Supervisors and HRRS work cooperatively to . <br /> develop selection criteria and devices that are job related, legal, and objective. Applicants are <br /> tested and evaluated at every step in the selection process from completing an application form <br /> to reference checking. For this reason, it is important to establish selection criteria early in the <br /> process. Selection criteria are based on job descriptions and must be job-related, legal, and <br /> objective. Examples include: <br /> • Education, training or certification that is job-related <br /> • Work experience that represents similar levels of responsibility or that prepares <br /> the applicant to assume the level of responsibility required for the vacant <br /> position <br /> • Job-related knowledge, skills, and abilities such as writing skills, mathematical <br /> ability, technical skill, or ability to establish effective working relationships <br /> Supervisor's Guide November 2001 <br /> Recruitment and Selection Page 3 <br /> <br />