 | ||||
| ||||
Employment Pages
Career Center
Job Hunting Tip
LasVegasGovJobs.com
Overview of the Hiring Process
The hiring process for jobs differs with each agency. In spite of these differences, there are some similarities in the hiring process throughout government. The information below is meant to provide an general overview. For specific information you should always read the job announcement.
Job Announcement
Government agencies post employment opportunities through job announcements. These announcements contain important information regarding salary, minimum requirements for the position, application deadlines, testing methods, and job duties. It is important to read the job announcement for each position. The full text of job announcements can usually be found on an agency's website or you can obtain one in person at the agency's human resources department. When advertising job openings in the newspaper, agencies will print only a portion of the job announcement. This usually includes the job title, salary information, the minimum qualifications, and application deadline.
Employment Application
Agencies will only accept employment applications for the jobs they have open. Submitting a complete application is the first and an important step in the hiring process. Government applications ask for specific information. It is important you provide all of the information asked on the application. Most agencies will not process your application if it lacks information.
Minimum Qualifications
Agencies set minimum qualifications for education, experience, training, and licensing for each job title. For example, the position for Accounting Technician might require a bachelors degree in accounting and two years experience in bookkeeping. Applicants who do not have the education and experience required in the minimum qualifications will not move forward in the hiring process. You can find the minimum qualifications in the job announcement.
Employment Testing
If you submit a complete application and meet the minimum qualifications for the position, you will most likely have to take an employment test. The most common types of employment tests are written exams, performance tests, oral board exams, or some combination of these.
Each of these tests share a common goal -- to measure important knowledge, skills, and abilities that are needed for successful job performance. Competitive testing also ensures public access to government jobs. Tests are specific for the job.
A written test may be sufficient for an accounting or office specialist position, but a performance test which determines a candidate's ability to operate a dump truck may be appropriate for an equipment operator position.
Occasionally the examination for a testing process will be in the form of a supplemental questionnaire that is part of the application packet. A supplemental questionnaire asks detailed information related to the knowledge, skills, and abilities for that position. Supplemental questionnaires are a popular form of testing and candidates are likely to encounter these tests often.
Some positions use a combination of tests. In such instances the process may include a written exam and an oral board exam. Usually a candidate must having a passing score on the written exam to be elgilbe for the oral board exam. A candidate's final score is usually a weighted average of the scores for each test.
The testing process for some positions can be extensive. Public safety positions such as police officer and firefighter involve a number of tests conducted over several months. With the amount of trust the public places on these positions, it is important that each agency develop a highly competitive process for selecting individuals for these jobs. It is not uncommon to have a written exam, physical ability test, and oral board interview for these positions. Additional evaluation of the candidate includes a suitability assessment and background investigation.
Eligible List
At the end of the testing process a list of elgilbe candidates is created. Typically the scores from the testing process will determine a candidate's place on the list. This placement is arranged individually (i.e., candidates are ranked from highest to lowest score) or by groups (i.e., candidates with similar scores are placed in groups). The hiring department will use the list for interviews and selection. Each list has an expiration date -- typically 1-2 years from the date the list was established.
Conclusion
The process is different for each position. Candidates must review the job announcement carefully to determine not only the qualifications for the job, but also what testing methods will be used for the selection of candidates.
