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Experts in Emotional Intelligence to Develop Individuals and Organizations 8 <br />STEPS IN THE RECRUITMENT, <br />SCREENING, AND SELECTION <br />PROCESS <br /> <br />PURPOSE OF THE PROPOSED STEPS <br /> <br />TIMELINE <br />Step 3: Conduct initial (first) level <br />screen of candidate <br />applications/resumes <br />• A media (Google) search <br />(mentions of candidates in the <br />news media) of the top <br />candidates at this stage of the <br />screening process <br />1) First-level screening involves a structured <br />process of evaluating resumes and supporting <br />documents. We require all candidates to post <br />their applications through NEOGOV to ensure <br />they are responding to the position's specific <br />requirements and not just submitting a <br />general resume. <br />2) The job analysis provides the basis for <br />developing a structured screening guide to <br />ensure that the selection criteria are <br />consistently applied to each resume. <br />3) Narrow the field of candidates to a number <br />that can be screened (8-10) more intensively <br />(through the secondary screening process <br />described below). <br />4) Provides detailed and uniform information to <br />the Commissioners to enable you to make an <br />informed decision about which candidates <br />proceed in the process. <br />Send to <br />Committee on <br />Day 31 <br />Meet on Day 34 <br /> <br />Step 4: Conduct a second-level <br />screening of candidates for the <br />position. We employ two methods in <br />the secondary screen. To ensure <br />objectivity, a different staff member <br />would conduct each method, and we <br />keep a “firewall” between these <br />methods. These four methods are as <br />follows: <br />• Video/phone interviews <br />• Electronic survey questions <br />(short essays on <br />accomplishments) <br /> <br />1) Such advanced screening methods are useful <br />when there is a large group of qualified <br />candidates, or the County is unfamiliar with <br />many of the candidates. <br />2) The job analyses would drive the screening <br />method (Step 1). <br />3) Upon completion, the Commissioners would <br />be ready to identify the finalists (up to 5) to <br />invite to the final assessment process. <br />4) Provides detailed and uniform information to <br />the Commissioners to enable you to make an <br />informed decision about which candidates <br />proceed in the process. <br /> <br />Send to <br />Committee on <br />Day 43 <br />Meet on Day 46 <br /> <br />Step 5: Design the hiring process, <br />including Emotional Intelligence <br />Testing (EQi – 2.0) <br /> <br />1) The hiring process should be valid (job- <br />related) to identify the best candidates. <br />2) The hiring process should provide an <br />opportunity to assess the most critical <br />competencies required for the position, <br />including the candidate's ability to meet the <br />County's primary challenges <br />3) The hiring process should assess Emotional <br />Intelligence (EI) and technical skills. The EQ-i <br />2.0 is a validated employment-related <br />instrument. <br />By Day 46 <br />Docusign Envelope ID: DE8441AA-E59C-82BA-8112-C2D52F2C60C1