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- <br /> Supervisors and HRRS then develop selection devices that will elicit information about the <br /> criteria from the applicant. Examples of frequently used selection devices include: <br /> • Cover letter and resume <br /> • Employment application form (required) <br /> • Supplemental Questionnaire <br /> • Tests (i. e., written exam, role play exercise, practical skills testing) <br /> • Interview - <br /> - • Reference checks, background investigation (if appropriate) <br /> Employment Applications <br /> All applicants are required to complete and sign a City of Eugene employment .application. <br /> <br /> ~ If an application from a qualified, applicant is not signed, Recruitment & Selection staff will <br /> still include it in the packet of qualified applicants to the supervisor. If the supervisor selects <br /> that applicant as a finalist, the supervisor will be responsible for notifying the applicant that <br /> he/she must sign the form PRIOR TO THE INTERVIEW AND SELECTION PROCESS(ES) <br /> AND PRIOR TO ANY REFERENCE CHECKING. This documents that information <br /> included on the form is true and complete, authorizes the City to conduct reference checks, and <br /> releases the City as well as those contacted from liability or damage which may result from <br /> information furnished through reference checks. One other item will be flagged for the <br /> su ervisor b HRRS staff -convictions. If an a licant h ' <br /> P Y pp as mdicated on the job application <br /> form that he/she has been convi <br /> cted of criminal <br /> act, the su ervisor will need to note that while <br /> P <br /> screening the applications. If the applicant makes it to the group to be invited for interview <br /> BEFORE inviting the applicant for an interview, HRRS will contact the applicant for further <br /> information about the conviction. From this information, and on a case by case basis, HRRS - <br /> staff will determine the job relatedness of the conviction: If it is determined that the nature of <br /> the conviction is related to the work, the applicant will not be invited for interview. <br /> Other Selection Tools <br /> In ,addition to an employment application, interviews and reference checks must be used in the <br /> selection process. Some positions may also require driving records review, medical <br /> examinations, and drug testing. Optional selection devices include supplemental questionnaires <br /> (though encouraged to use regularly), skill tests, and written tests. HRRS staff can assist <br /> supervisors in designing selection materials that will provide the most appropriate information <br /> for screening applicants. <br /> Supervisor's Guide November 2001 <br /> Recruitment and Selection Page 4 <br /> _ <br /> <br />