The Selection Decision
Making the Decision
Interviews have now been completed, the challenge being to evaluate the applicants and determine if there is a good match between position requirements and any of the applicants. There are a number of factors to consider.
Consider the scores of any pre-employment tests that were used and the oral interview rating. Merely comparing the overall ratings of applicants is not sufficient. An applicant may have a slightly lower overall rating, but be better for the job because of an unusually high rating in a key performance area. Also, an applicant may have the highest overall rating, but have poor reference checks.
If selection of an applicant is not in rank order or sequence, reasons for selection should be valid and well documented.
- First notify the successful applicant by phone, then by written confirmation. The confirmation or written offer of employment should include title, salary, start date and time, notification of probationary status, any other details of employment, and name of person to contact with questions.
- After the offer of employment has been accepted, notify the other applicants via PeopleSoft Recruiting Solutions correspondence and/or letter, thanking them for their interest. Do not give the applicant specific reasons for rejection, or they will have cause to argue with you. Simply state that another applicant has been selected for the position. The letter should be brief, begin and end on a positive note, and leave a good impression of the agency and the State. Veterans must be notified by certified mail. (Reference NDCC 37-19.1-04(1))
- Assemble application materials for file, and prepare required paper work for the new employee.