1. Initiate Request 3. Interview/Select [Help/Forms/Resources] 2. Screen Applicants 4. Job Offer/Records [View/Print Procedure]
	Filling a Vacancy
Hiring Manager Procedure

2. Screen Applicants

Your HR Service Team Representative (HRSTR) is available to assist you with any of the following steps.

1. Receive notification from your HRSTR that applications have been released for viewing:
   
   
   • The initial batch of applications may contain only eligible preferential rehire, special re-employment, or special selection candidates. The balance of the applications may be released after full consideration is given to these candidates. Please see Re-employment from Indefinite Layoff and Reasonable Accommodation Procedures.
   • All applications received by the initial review date (IRD) will be released if no eligible preferential rehire or special selection candidates are identified.
   • Additional batches of applications (those received after the IRD) may be requested at any point during the process. Notify your HRSTR if you wish to have additional applications released to you for consideration.
     
     
2. Receive the guest user logon and password from your HRSTR by phone. Provide this information to your search committee members. This information allows you and your committee to log into the Recruitment Management System (RMS) and view the preferential rehire’s application materials and the Selection Criteria Guide (located in RMS). See tutorial.
   
   
3. Screen applicants to identify interview candidates:
   
   
   • Use the appropriate selection criteria from the Selection Criteria Guide (located in RMS) to compare the qualifications of the applicants with those required for successful performance of the duties of the position.
   • Use additional methods, if needed, such as pre-interview reference checks or phone interviews, to assist in screening.
   • See the Fair Hiring Guide for advice on the screening process and how to fairly screen applicants.
   
   
4. Select candidates for interview and if desired, alternates for interview.
   
   
5. Record the evaluation of your applicants using the Applicant Selection Log (ASL) provided by your HRSTR. Send the completed ASL to your HRSTR as soon as possible after interview candidates have been selected. Applicant status information is viewable by applicants after your HRSTR updates this information in RMS; reasons for non-selection will be provided to applicants upon inquiry.

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