To ensure that the employment process for placing internal
and external candidates into openings follows equal
employment opportunity and non-discrimination standards as
stated in UConn Health Center policy, Connecticut and
Federal statutes, you must be sure that all activities are
designed too objectively assess job related skills and are
consistently applied to all applicants. For each step of the
hiring or promotion process, this means:
Process Step |
Equal Employment Opportunity Standard |
|
Define the open position |
Make sure the description, qualifications and requirements are related to
the knowledge, skills and abilities for the job.
Do not tailor job description, qualifications or requirements for a specific
individual. |
|
Recruit for qualified applicants |
Post open position according to established, fair and consistent timeframes.
Do not post position in a manner to limit pre-identified applicants.
Check the affirmative action goals and recruit accordingly.
Include networking among colleagues in professional associations and
other sources as a recruitment strategy. |
|
Decide upon an evaluation procedure |
Determine each evaluation process to be used such as pre-screen, interviews,
written samples, other tool. Decide for each step who will participate, what
tool will be used (phone and/or in person interview, interview questions,
writing sample, test, other). Apply each evaluation process consistently to
all relevant candidates. Document results of each evaluation phase. |
|
Select the most qualified candidate |
Using the results of the objective and consistent evaluation process chose
the best qualified candidate.
If an equally qualified goal candidate is available, chose the goal
candidate. |
|
Document the evaluation process results using the iHiring Manager
Candidate Disposition Form |
Ensure that all applicants are listed on the Candidate Disposition Form.
Accurately reflect the process used and document the skill based reason for
not selecting other candidates.
If a goal candidate was not selected be sure that the selection was more
qualified according to the position requirements and evaluation results. |
|
Use the Candidate Disposition Form on iHiring manager to write the
justification for selection or non-selection of candidates |
The justifications need to be based upon the candidate’s skills, education,
and years of experience.
Do not use the words “limited, less than, or more than” when justifying
skills, education, and/or years of experience. |
The justifications need to be very
specific, job related, and consistent with business necessity. See examples
for following scenarios: |
|
Candidate who didn’t meet the position requirements |
Acceptable
He did not have the required three (3) years experience and Bachelor’s
Degree or the seven (7) years experience.
The candidate did not have the required two years at the level of clinical
nurse 2 in a psychiatric setting in supervised individual, group, and/or
family therapy.
Unacceptable
Didn’t have the required skills.
Did not use computer for resume. |
|
Candidate who was not interviewed |
Acceptable
The candidate was not interviewed because he did not have recent (within the
past five years) and relevant purchasing experience.
The candidate was not interviewed as she had no related experience
(reproduction endocrinology infertility/in vitro fertility) and her
current nursing experience was in home care.
Unacceptable
Candidate was scheduled for another interview.
Applicant did not sound interested in the job, too much noise in the
background.
Applicant email address suspicious. |
|
Candidate who was interviewed and not selected |
Acceptable
The candidate was not selected because she stated that she preferred to work
independently and had no interest in a supervisory position.
Candidate could not answer technical questions and did not demonstrate
experience in required systems.
Unacceptable
Did not interview well.
Candidate seems to have reservations. |
|
Candidate who was selected |
Acceptable
His Excel computer skills and familiarity are a level above others
interviewed in the candidate pool. In his supervisory positions, he had
demonstrated the ability to work in a team setting, having worked with
numerous subordinates. He was ranked highest by the committee members.
She was a registered nurse with three years of experience working as
infertility/in vitro fertility nurse coordinator. She also had
experience teaching infertility/in vitro fertility classes to
patients.
Unacceptable
Selected candidate had more oncology experience.
Good background and matches the need of the unit.
The selected candidate was known to the Health Center.
Candidate was referred by employee’s relative.
Nice personality, and will get along with our team. |
