Submitting Recommendation for Hire

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.

The Interview Committee Page 11

Interview Committee must include at least one Administrator. A separate interview with Superintendent will be scheduled for every final candidate in certified positions.

A. An interview will be conducted using an Interview Committee or a one on one based interview depending on position criteria. Teachers will always be interviewed via committee and if promising, will be asked to a second interview to present to the group and test as needed. 1. Criteria is based on Certified vs. Non-Certified

B. Hiring Manager must be sure everyone on the interview committee has the same interview package for the specific job being interviewed for and are well versed with the questions they will be asking.

C. Once the interview committee has identified their top candidate a more in-depth reference check must be completed. Please refer to “Reference

Check Questions” for comprehensive, insightful questions to ask the references.

D. Once the Hiring Manager has identified a candidate who meets established criteria and would like to move forward towards an offer, the

Hiring Manager may contact the candidate and inform them of a “sincere interest in preparing an offer per the discretion of the Superintendent”.

Page 12 Submitting a Recommendation for Hire

Up to 10 Business Days for Offer Letter

A. Hiring Manager will complete a Recommendation for Hire via Recruiting and Hiring. Once submitted via Recruiting and Hiring this process can take up to ten (10) business days to complete. 1. To submit the Recommendation for Hire from Recruiting and Hiring you need to be in Recruiting and Hiring:

1) Select Forms

2) Select Fill Out a New Form

3) Select Recommendation for Hire

4) Select Bottom Right Side of Page

5) Complete Both Questions & Click Next

B. Once you are in the Recommendation for Hire screen you will review and answer all questions until you reach Signature (leave certified salary blank).

Once you input your signature, you are ready to click “Submit Form”. This will cause your recommendation to move to the authorization stage (no further action is needed on the Hiring Managers side).