Agenda - Council - 02/11/1997 - Laserfiche WebLink

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I I I I I I I I I I I I I I I I I I I CITY OF RAMSEY HIRING PROCESS 1. Do a Needs Assessment This involves figuring out what the City needs right now and in the foreseeable future. Secretaries were required to know shorthand 20 years ago; today they must be computer literate. 2. Update the Job Description The job description for the position should reflect the current reality of the position. This avoids situations where employer expectations differ from the formal job description and the employee doesn't know which one to follow. Part of the research step might include getting job descriptions from other cities. 3. Establish the Qualifications - Desired and Required Based on the City's needs, certain qualifications will be required of successful applicants. Based on the City's wants, certain qualifications will be preferred or desirable. This category can make the final difference between applicants who are otherwise equal. 4. Establish a Rating System for Applications A pre-established rating system considerably reduces subjectivity of the people reviewing the applications. Developing a scale before we place the first ad guards against later charges of discrimination. Normally, the scale lists five to seven criteria, both required and preferred, with a possible total of 100 points. For example, if wordprocessing experience is required, applicants with none get a zero on that item and are automatically eliminated from consideration. One year of experience might be worth five points; more than one but less than five might be worth ten, etc. The form has a line to add Veteran's Preference points where applicable. 5. Decide on Interview Questions Interview questions are determined in advance, in writing and all candidates are asked the same questions. Part of my job is to make sure that the questions are legal and that they will elicit information about how the candidate's qualifications and experience match our needs and requirements. To maximize objectivity, I work with the interview panel to identify potential answers that would be considered positive, neutral or negative. 6. Write the Job Posting The one-page job posting announces the position opening, the main responsibilities, qualificati~)ns required and preferred, and the process and deadlines for applying. We always advertise in the Anoka Union & Shopper and send a copy of the posting to each of the sixty cities in TUG an to the League of Minnesota Cities for placement in the monthly bulletin. With department head positions we also advertise in the Minneapolis Star