<p> ImageFIRST</p><p>HIRING PROCESS SUPERVISORS & MANAGERS</p><p>*All Hiring Managers, Administrative representatives, Managers, and Supervisors are strongly encouraged to read the Interviewing Guidelines, prior to beginning the hiring process*</p><p>STEP 1: BACKGROUND INFORMATION FOR POSTING THE POSITION</p><p>A. Hiring Manager completes Internal Job Requirement Form B. Hiring Manager to meet with the Administrative representative responsible for conducting the initial interview(s) to review details of the position including candidate requirements ("buzz-words" in resumes, salary range, education requirements, etc.) C. Hiring Manager and Administrative representative to determine the best advertisement media for the particular position (local newspaper, Monster.com, job fairs, college recruitment, etc.) D. Posting of the position by the Human Resources or Administrative representative</p><p>STEP 2: INITIAL SCREENING OF ALL APPLICANTS</p><p>A. Administrative representative reviews all resumes available, and compares against job requirements B. Administrative representative conducts initial phone screen to determine if the candidate is worth pursuing further C. Administrative representative schedules and conducts initial face-to-face interview (Lominger Recruiting Architect interview format) and review the company benefits with the candidate  One other Manager or Supervisor level employee should be involved in the Lominger interview process D. Administrative representative (and the other Manager or Supervisor, if applicable) review and rank the Initial Phone Screen and the Lominger Interview results of each candidate interviewed  Overall ranking of candidates should be ranked as A,B, or C (A = strongly recommend) E. The four (4) top candidates should then be passed onto the Hiring Manager</p><p>STEP 3: INTERVIEWING BY THE HIRING MANAGER</p><p>A. Hiring Manager to review the top four (4) candidates and inform the Administrative representative if additional candidates are required B. Hiring Manager to schedule and conduct and in-depth / technical interview, with the candidates of interest C. Hiring Manager to advise the Administrative representative of a request for a background check, credit check, and pre-employment drug screen D. Hiring Manager to advise the Administrative representative of a request for any additional testing, if applicable E. Hiring Manager to determine if a second (2nd) interview is necessary F. Hiring Manager to produce official offer letter, stating start date, job title, salary offered, benefits packages offered and have the candidate sign-off on the offer letter after accepting the position (creation of the offer letter may be delegated to the Administrative representative, if preferred)</p><p>Created: 4/2004</p>