Step Four: Recruitment Period
Step Four: Recruitment Period
The Basics
Applicants apply online for requisitions through Workday only. Only application materials provided In Workday can be evaluated.
Screen Resumes/CVs
Evaluate credentials of ALL applicants based upon the restrictions listed in the requisition only.
Conduct Pre-interview screenings with top candidates.
Make Selections
Inform your recruiting coordinator or employment coordinator of your selections, and provide any notes or feedback on candidates. More detailed notes will assist in applicant assessment.
Assess Applicants
Utilize the Candidate Assessment Document to analyze the candidates.
Candidate Assessment
The screening process begins with an analysis of the application materials submitted by applicants in response to the requisition. The search committee is responsible for selecting candidates for interview who meet all the minimum requirements and are most qualified to fill the vacancy based on the advertised required and desirable qualifications. Minimum requirements must be met for Interview.
To evaluate applicants consistently, the selection criteria, screening methods, and evaluation or rating form should be agreed upon by the committee members prior to the receipt of applications. All members should understand and endorse the qualifications expected of applicants, as well as the standards for evaluating applications.
Be continually aware of unconscious biases that may impact an applicant’s evaluation. Examine biases about qualifications and how often “better qualified” is equated with a privileged background, a prestigious university degree, or traditional forms of scholarship. Non-traditional scholarship should be evaluated on academic merit.
Eliminate from the screening process any stereotypical ideas based on the applicant’s age, race, gender (including pregnancy), national origin, disability, religion, marital or parental status, protected veteran status, military service, genetic information, sexual orientation or gender identity. Applicants with disabilities must be evaluated in terms of the essential functions of the position, with thought given to reasonable accommodations, if necessary, that might enable the applicant to perform the duties of the position. If there are questions about whether an accommodation is reasonable, please contact OEOC.
Best Practices
- Create a well-documented screening process in which each applicant’s qualifications are compared with the qualifications specified in the position announcement.
- Use the evaluative criteria or an applicant screening worksheet to chart each applicant’s qualifications and allow the search committee to compare each applicant’s qualifications at a glance.
- Select a short list of applicants to recommend for interviews.
- Pre-interviews screenings may be used as a tool to determine or clarify whether applicants meet the required and desirable qualifications.
- Be knowledgeable about personal biases that might influence perceptions about applicants.
- Prior to reviewing resumes or curricula vitae, the department or search committees should determine the criteria they will use to screen applicants based on the advertised required and desired qualifications specified in the position announcement.
- Assess ways the applicants will bring rich experiences and diverse backgrounds and ideology to the university community.
- Screen applicants to be inclusive rather than for the sole purpose of narrowing the applicant pool. Refrain from assessing applicant qualifications based on a single standard.
Arkansas Veterans Preference (AVP)
- In compliance with Ark. Code Ann. §§ 21-3-302 and 303 of the State Veteran’s Preference Law and OPM Policy No. 30.20, the university gives preference in appointment and employment for certain qualified veterans, their spouses, or the surviving spouse of a deceased qualified veteran.
- A Veteran is a person honorably discharged from a tour of active duty, other than active duty for training only with the armed forces of the United States; or any person who has served honorably in the National Guard or reserve forces of the United States for a period of at least six (6) years, whether the person has retired or been discharged or not.
- The veteran’s status shall be considered on questions of hiring, promotion and retention of employees.
- A veteran who voluntarily submits official proof of his or her status as a veteran, disabled veteran, or a surviving spouse of a deceased veteran who remains unmarried at the time the preference is being sought shall be entitled to employment preference in a position over other applicants after meeting substantially equal qualifications. The person requesting the preference must be a citizen and resident of the state. They must provide adequate proof of Arkansas Veterans Preference Status.
- Hiring supervisors are NOT required to give additional consideration the application of an unqualified candidate or to interview an unqualified candidate, regardless of whether the unqualified candidate is a veteran, the spouse of a veteran, or the unmarried surviving spouse of a deceased veteran.
- If the qualified veteran meets the minimum qualifications for an advertised position,
the department is required to give preference to this applicant.
Departments that use a numerical value to screen applicants, must add an additional 5 or 10 points to the qualified veteran. - If an examination, evaluation, or similar instrument is given to establish a list of qualified candidates to be interviewed for a position at a state agency or institution of higher education subject to the Uniform Classification and Compensation Act, and an applicant entitled to a veterans preference attains a passing grade, the applicant shall have five (5) points added to his or her final earned rating if the examination, evaluation, or similar instrument is subject to numerical scoring. If the examination, evaluation, or similar instrument is not subject to numerical scoring, the selection authority shall demonstrate how veterans preference was applied in developing a list of qualified candidates to be interviewed and selecting the successful candidate.
- Disabled veterans, veterans over the age of fifty-five (55) and who are disabled, and entitled to a pension or compensation, or the spouse of a disabled veteran shall have ten (10) points added to his/her final rating score.
- If a veteran is not selected for a position and a numerical score was used, at the veteran’s request the selection authority shall provide the veteran with his or her base score, adjusted score, and the successful candidate’s score. If a scoring method other than numerical was used, at the veteran’s request, the selection authority shall provide all documentation to the veteran to demonstrate how the veterans preference was us
- If the department did not use a numerical scoring, they must demonstrate how veteran’s preference was applied in developing the selection of qualified candidates to be interviewed and selecting the successful candidate for hire.
- Arkansas Veterans Preference consideration, must also be given when selecting the successful candidate for hire. Departments will be required to submit a summary of interviews that includes specific information on how Arkansas Veterans Preference was given to the candidate identified.