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4 <br />Activity Three: Screening <br />The City could elect to conduct this step. If desired, PDI would screen <br />applications to determine which individuals have the highest likelihood <br />of meeting the position requirements. Based upon the job <br />requirements and position profile, PDI would design the following <br />instruments and procedures to conduct a first screen of resumes: <br />• Assessment of minimum qualifications— Resumes would be <br />checked to ensure that all minimum qualifications are met <br />• Resume scoring form and decision rules —Based upon the <br />position documentation, PDI would design a process whereby <br />resumes may be quantitatively evaluated and scored to yield <br />groupings of continuing candidates. <br />We would ensure that all procedures meet requirements for affirmative <br />action, EEOC, and federal and state law. <br />As part of this step, we would ensure that all candidates receive <br />information regarding the following: <br />• Procedures to alert them of their continuing status in the process <br />• Conditions regarding confidentiality <br />• Selection process timetable <br />Given the projected numbers of individuals who may apply, we would <br />recommend a follow-up screening process that would involve mailing <br />further requests for information to applicants. This will allow more <br />valid decisions regarding which individuals should achieve semi-finalist <br />status. Such requests for information may include: <br />• "Targeted' resumes—Response to specific questions regarding the <br />scope and extent of their experiences <br />• Responses to essay questions <br />• Documentation of specific accomplishments <br />Using this two-tier screening process, we would expect that the <br />screening effort would require approximately three to four weeks. <br />Activity Four: On -site interviews <br />Depending upon the qualifications of candidates, we would expect to <br />present approximately six to ten candidates for further consideration. <br />Depending upon the wishes of the Council, we would designate a set of <br />interview protocols designed to produce more detailed information <br />about this smaller group of applicants. These could include but not be <br />limited to the following: <br />Copyright 0 2009 Personnel Decisions Intonational <br />All Rights Reserved <br />—43— <br />4/20/2009 <br />