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

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Tribune and/or the Pioneer Press as well. An additional option is to advertise in trade journals if time permits. 7. Receive Applications We keep a database of the name and address of each person who requests an application packet. We also note which people actually remm the packet. 8. Score and Rank Applications; Select First Interview Candidates A rating sheet is completed for each application. Scores on each application are compared and discussed if they vary, which doesn't happen often because the criteria are pretty clear cut. We attach all rating sheets to the application in case there are questions later. Sometimes there is a natural cutoff point, i.e., a cluster of nine candidates in the 90's and then a gap until the low 80's; we would invite those nine for a first interview. If there is no natural separation, we might decide in advance to interview the ten top five to ten ranked applicants. 9. Notify Unqualified Applicants Anyone who does not meet the minimum qualifications is immediately sent a personalized letter thanking them for their application and explaining that they are not being considered further. A copy of the "rejection" letter is attached to the application. 10. Conduct First Interviews Members of the imerview panel take turns asking the pre-established questions and make notes about the responses. After all interviews are completed, panel members compare notes and rank the applicants. The top three to five are selected for second interviews. 11. Conduct Second Interviews At this point the appropriate department head may join the interview panel. Applicants who make it to the second interview have the required technical abilities. The second interview helps us determine if they would be a good fit with the organization. Questions are in the form of scenarios that an employee in the position would likely experience. After ail interviews are completed, candidates are ranked. If there two top candidates rank equally, the interview panel may make the final selection based on factors such as who best fits within the organization. For department head positions, we have assembled "expert panels" of people in similar positions in other cities to conduct an additional interview of candidates and make a recommendation. I I I I I I I I I I 12. Check References We notify the top candidate that he or she is a finalist and that we will be checking references. We keep any notes on information received during the reference checks. I I