Page 10 Power of Pre-Screening
Pre-Screening will provide you with a highly qualified candidate to move forward
A. If a candidate is a Union Contracted employee with us, which requires an interview, the employee should be notified they are being interviewed by the Hiring Manager. B. Hiring Manager verifies applicant has given permission for a Social Media Search on their application. Only after this permission has been verified (via application) can the Social Media Search begin. C. Only the most highly qualified candidates are contacted for an onsite interview. Prescreening Candidates The review of the applications and support documents should be as blind and systematic as possible. Applicants should not proceed on the basis of courtesy or simply because they are an internal applicant (unless required by union contract). If the applicant would not have proceeded in the process based upon their application documents, then the applicant should not be considered further. Inclusion of such an applicant can lead to unreasonable expectations by the applicant and expose the selection process. If a union contract requires internal applicants to proceed in the selection process, the applicants should be informed in writing that they are proceeding in accordance with the union contract. Such notification can be used subsequently to support that the internal candidate only proceeded due to the union contract requirement.
