Step 1
Study and know about employment laws that affect the selection process.
(Refer to the chapter on Employment Laws for a brief
description of various employment laws.)
Step 2
Conduct a position analysis. Learn everything possible about the job
(processes, performance factors, working conditions, etc.) to determine what
the essential functions are and what is required in terms of knowledge, skills
and personal traits to perform the position's duties satisfactorily. This step
is critical, as it lays the groundwork for the following steps. (For
information on conducting a position analysis, refer to the chapter on The Position Description.)
Identify and prepare in detail the minimum qualifications required for the
position.
Prepare a current position description for the vacant position or verify
that the existing position description is current. (Refer to The Position
Description chapter for a list of what
should be included in a position description.)
Step 3
Prepare application screening criteria and issue a vacancy announcement.
(Refer to The Vacancy Announcement
chapter.)
Step 4
Prepare questions and screening criteria for the selection interview. (Refer
to The Interview chapter and the Appropriate vs.
Inappropriate Questioning page.)
Step 5
Screen applications and, if necessary, conduct initial screening interview,
based on established criteria in Step 4 above. Select the top-ranking
individuals for interviewing.
Step 6
Conduct interviews based on established criteria in Step 5 above. (Refer to The Interview chapter.)
Step 7
Make your selection decision, and conduct reference checks on your choice.
(Refer to The Selection Decision
chapter, the Veterans' Preference chapter,
and the Reference Checking chapter for
information.)
Step 8
Orientation. (Refer to Employee Orientation.)
Step 9
Probationary Period. (Refer to the Probationary Period chapter.)