Applicant Screening Process

Transcription

1 Applicant Screening Process Introduction The applicant screening process involves three phases: 1. Screen for minimum qualifications 2. Develop applicant screening grid 3. Evaluate applications/résumés Phase 1 The first phase involves sorting applications/résumés to identify those which meet the minimum qualifications. If an applicant does not meet these minimum qualifications, s/he will not be further considered and may be sent a no interview letter thanking the individual for the application. No interview letters, while potentially timeconsuming depending on the format (hard copy or ), help maintain (or build) relations with the applicant. The alternative is the individual applies and does not hear back from the organization. Phase 2 The next phase is to develop an applicant screening grid.* Applicant screening grids assist employers in narrowing the search further to the best qualified applicants. Applicant screening grids typically contain: Evaluation criteria: Education and experience beyond the minimum qualifications that will be the most beneficial to the position (i.e., preferred qualifications). Assigned points: Points assigned to each evaluation criteria based on importance of requirement. For example, if the minimum requirement of a position is a high school diploma or equivalent, an associate s degree may be assigned one point, and a bachelor s degree may be assigned two points. These points will be added to determine which applicants are the most qualified. The highest scored applicants will be moved to the next stage in the recruitment process. *Applicant screening grids can be developed sooner in the recruitment process, if preferred. Continued on next page

2 Applicant Screening Process, Continued Phase 2, continued Key: Lists how many points are needed to qualify to be moved to the next stage in the recruitment process. For example: o Highly qualified = At least X points o Marginally qualified (qualified, but others are more qualified) = More than Y points, but less than X points o Least qualified = Y or less points Note: The interview key can be set after applicants are screened as there is generally a natural break in the points which assists employers in determining which applicants will be moved to the next step in the recruitment process. Sample Below is a sample applicant screening grid for a Deputy Clerk/Treasurer position. Important! The objective of the grid is to have a system in place to screen applications/résumés to identify the most qualified applicants to be interviewed. Continued on next page

3 Applicant Screening Process, Continued Evaluate Applications/ Résumés Once the Applicant Screening Grid is developed, the next step is to screen the applications and/or résumés. In order to evaluate applicants qualifications, go through each application/résumé and assign the points for each of the evaluation criteria.

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5 APPLICANT SCREENING GRID SAMPLE This form is a sample and must be customized to meet the needs of the position for which you are recruiting. Candidate 1 Candidate 2 Candidate 3 Candidate 4 Candidate 5 Candidate 6 Candidate 7 Candidate 8 Candidate 9 Candidate 10 EDUCATION (beyond minimum qualifications) (5 points) Three levels above minimum qualifications (e.g., master s degree, level 3 certification) (3 points) Two levels above minimum qualifications (e.g., bachelor s degree, level 2 certification) (1 point) One level above minimum qualifications (e.g., associate s degree, level 1 certification) EXPERIENCE (beyond minimum qualifications) 1 point for each year experience beyond minimum required experience, up to a maximum of X years (max points = X) 1 point for each year experience working in public sector, up to a maximum of X years (max points = X) PREFERRED QUALIFICATIONS (list preferred qualifications as reflected in job announcement or knowledge, skills, and abilities section of the job description; weight as appropriate) (3 points) (2 points) (1 point) (1 point) TOTAL (Maximum Points = X) Candidate is well qualified. TO BE INTERVIEWED (at least X pts.) Candidate is marginally qualified. (X-X pts.) Not qualified. (< X pts.) Form REC001 (1/18) Page 1 of 1 POOL/PACT Human Resources

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7 White Pine County Tourism and Recreation Title: White Pine County Tourism and Convention Center Director Effective Date: April 1, 2018 GENERAL PURPOSE Perform a variety of administrative, supervisory and marketing duties as needed to promote, advocate and develop tourism and outdoor activities as an economic engine for White Pine County. Administer the ongoing development, operation and maintenance of the Bristlecone Convention Center to increase usage and revenues of the facility. This is an at-will employee position. SUPERVISION RECEIVED Works under the direction of the White Pine County Tourism and Recreation Board SUPERVISION EXERCISED Provide immediate supervision to White Pine County Tourism and Recreation events and Bristlecone Convention Center volunteers and staff ESSENTIAL FUNCTIONS Recreation Board Schedule and organize Tourism and Recreation Board meetings: provide staff support Participate in the preparation of the WPCTR budget in conjunction with the WPCTRB at a board meeting. Administer the adopted budget; assure compliance with established budget limitations, requirements and appropriate NRS s Prepare and write statements regarding legislation that affects tourism, outdoor recreation, community assets and lodging taxes in White Pine County Manage, oversee and direct the daily operations of the Bristlecone Convention Center and Tourism Bureau, its employees and volunteers Negotiate and contract to produce brochures, video, advertisements, social marketing and marketing collateral in compliance with the budget, including the design, layout, printing and distribution Develop and implement important initiatives adopted by the WPCTRB Ongoing production and implementation of electronic media in compliance within the budget and marketing plan Seek additional funding through outside resources, including grants and cooperative partnerships Write and prepare grant applications. All grant applications to be submitted after the approval of the grant application is approved by the WPCTRB 1

8 Actively seek out various groups, tours, meeting and event planners from government, business and industry to schedule their meeting, tours and event in White Pine County Prepare meeting/convention proposals from RFP s and direct requests Work with facilities in coordinating convention, meetings and events including negotiating and coordinating lodging Coordinate with Nevada Film Office to promote film making; respond to inquiries from film makers and provide site information and familiarization tours of potential film sites within White Pine County Serve personally as a liaison on various local non-profit organizations, civic groups, and other governmental entities and committees to support and further the 365-days of tourism, events, activities, attractions and outdoor recreation mission of the WPCTRB Provide one-on-one counselling for tourism and outdoor recreation related businesses and event regarding marketing, promotion, budgeting, etc. Provide regular communications and updates to all WPCTRB members Other duties as needed or assigned EDUCATION AND EXPERIENCE The following qualifications are highly preferred: Bachelor s Degree in communications, marketing, hospitality, business, facilities management or outdoor recreation and at least five (5) years of experience in tourism, public relations, event coordination, outdoor recreation, facilities management or business-related field may be considered. An equivalent combination of education and experience in a related field may be considered. 1. Knowledge, Skills, and Abilities: Extensive knowledge of White Pine County Tourism area resources as a travel and outdoor recreation destination Working knowledge of local and state tourism attractions and entities Knowledge of marketing and promotion, with an emphasis on social media, including advertising, design, layout, copy writing, placement, contracting, interpretation, and public relations Knowledge and skill in budgeting and accounting Knowledge and skill in methods of negotiation, supervision, employee management, and team building Knowledge and skill in various computer applications including word processing, database management, design, web design, spreadsheets and other accounting software Knowledge and skill in facilities management, maintenance and construction Exceptional skill in written and verbal communications 2

9 Ability to maintain positive and cooperative relationship with contacted during work, including elected officials, WPCTRB members, other agencies, media and the public Ability to set and maintain deadlines Ability to meet goals and objectives Ability to operate office machines and equipment Ability to manage details in an organized way Ability to handle the stress of deadlines Ability to maintain accuracy when work is frequently interrupted Ability to exercise initiative, independent judgement and to act responsibility under varying conditions Ability to distill relevant and useful elements from vast amounts of information Ability to correctly use grammar, spelling and punctuation Ability to exercise initiative, independent judgment and to act resourcefully under varying conditions 2. Special Qualifications: Must have a valid Nevada Driver s License Must be willing to travel up to 10% of the time outside the area. 3. Physical Demands: Typically sit at a desk or table; occasionally works outside in varying degrees of weather; occasionally walk, stand and stoop, occasionally lift, carry, push or pull or otherwise move objects weighing up to 50 pounds; regularly drive a motor vehicle; use tools or equipment requiring a high degree of dexterity; work for sustained periods of time maintaining concentrated attention to detail Disclaimer: The above statements describe the general nature, level, and type of work performed by the incumbent(s) assigned to this position. They are not intended to be an exhaustive list of all responsibilities, demands, and skills required of personnel hired. Job description is not intended to and do not imply or create any employment, compensation, or contract rights to any person or persons. WPCTRB reserves the right to add, delete, or modify any and/or all provisions of this description at any time as needed without notice. This job description superseded earlier versions of contracts or job descriptions. I have reviewed the above job description. (Please Print Name Employee Signature Today s Date 3