When we refer to the Selection Process, we are referring to the steps we use to screen and evaluate job seekers’ qualifications for our open positions. Most selection processes require job seekers to pass one or more assessments; and typically, if you successfully pass each one, we will place your name on the eligibility list for that recruitment. Hiring managers consider names from the eligibility lists in order of rank and score unless otherwise required by law. This consideration usually takes the form of one or more panel or hiring interviews. Top candidates identified through interviews may need to pass additional screening and evaluation steps before we make a final job offer.
Screening and evaluation steps
The following is a detailed description of our most common screening and evaluation steps. When you view a job posting you will find the screening and evaluation steps we expect to use in a particular recruitment process. Please note the process is subject to change.
We will review your application for completeness and identify whether you meet the minimum qualifications as stated on the job posting. It is in your best interest to ensure your application is complete and clearly describes how you meet or exceed the minimum qualifications. Please refer to the job posting for information about application requirements and how to qualify.
What to include as education/training
- Include information about any college and/or advanced degrees you completed.
- Include any quarter/semester credit hours earned if you have not completed a degree.
- In general, we consider international education equivalent to education obtained in the United States.
What to include as experience
- Fully describe your paid or unpaid job duties and include the number of hours you worked per week for each position.
- We give full credit for relevant part-time work experience 20 hours or more per week. You may receive partial credit for any relevant experience less than 20 hours per week.
What to include as transferable skills
- Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position.
- Describe any relevant transferable skills and clearly explain how they apply to this position.
Most qualified application review
If we have a large applicant pool, we may need to take an in-depth look at applications to identify the most qualified candidates who will continue on in the selection process. For example, we may conduct a more thorough review of all remaining applications to identify the most qualified candidates, possibly evaluating any preferred qualifications as listed on the job announcement.
Supplemental written responses
We may collect supplemental written responses from you at the time of your application or after the initial screening. Keep in mind your responses will be scored. When you respond to supplemental questions:
- Address each of the questions individually and completely.
- Explain relevant training and experience (paid or unpaid) related to each question.
- Describe your relevant accomplishments.
Most written assessments are multiple choice and may assess job-related knowledge and skills such as math, reading comprehension, reasoning, name and number accuracy, spelling and grammar.
Sometimes we conduct a brief phone call to identify the most qualified candidates. The phone screen will determine who moves forward to the next step.
A performance exam requires you to demonstrate skill or ability to perform one or more job-related tasks.
Oral exam (scored interview)
We may conduct a scored interview in person or by phone. During a scored interview, a panel of raters will evaluate your answers to our interview questions to identify the most qualified candidates and determine who will move forward to the next step. When answering questions, keep in mind panel members might not have seen your application materials. It will be up to you to tell us about your accomplishments and qualifications.
A panel interview consists of subject matter experts and stakeholders associated with the position who will ask questions related to the needs of the position. During a panel interview, all applicant information can be taken into account.
This may include a small panel or a one-on-one interview. A hiring interview may be used following a panel interview to further determine the top candidate(s).
Bilingual positions may require candidates to pass a language assessment. It may be oral and/or in writing, depending on the position.
We check references prior to a formal offer of employment. Typically this includes making contact with past and present employers.
Some positions may require verification of education via transcripts.
Some positions may require candidates to pass a background and/or records check. This may include any of the following: criminal history, driving, work history, education verification and reference check.
Some positions may require candidates to pass a psychological exam, physical exam or drug test.
For more information
You can find the anticipated selection process steps for a given recruitment process on the job posting. Contact the recruiter listed at the bottom of the job announcement if you have questions.