The best candidates come from thorough screening through a variety of methods: Skills assessments, phone interviews, and structured behavioral interviewing to ascertain certain strengths and competencies. Properly evaluating and preparing for the hiring process goes a long way to ensuring a good hire.
Hiring Managers receive a Routed Candidate List following the job application deadline. The list includes all applicants who pass the screening process, indicating that they meet the minimum education and experience qualifications of the position. The Routed Candidate list is the foundation for the hiring manager's selection process - only candidates who are on this list may be considered for interviews and offers. Information pertaining to Veterans status and mandatory interview status is also included on the candidate list. Applicants who self-identify as a Veteran of the United States Armed Forces will receive points, as provided by 20 V.S.A. 1543 and 3V.S.A. 310(f). If any applicant on your candidate list is labeled “mandatory interview” you must offer this individual an interview. You will receive additional information under separate cover if there is an applicant with mandatory interview status.
The hiring agency/department may interview all applicants on a Routed Candidate List or choose to interview only those applicants who appear to most closely match the job's requirements. When selecting candidates to interview, verify that the applicant's education and experience objectively meet the minimum qualifications for the job as outlined in the class specification. When there is a large candidate list, it is also helpful to identify in advance "preferred" qualifications that will allow you to quickly and objectively sort and prioritize your candidates. The Department of Human Resources encourages hiring authorities to interview qualified State and agency promotional candidates, however, you should check with your HR administrator for any agency-specific policies regarding interviewing.