ABSTRACT
The selection process for any public organization must be legally defensible and cost effective, and any tests that are used in the selection process must pass a certain criteria of validity to ensure that the selection process will be viable for an organization. Although much of the process is similar to employee selection in private enterprise, two distinct processes are used to hire civil-service and non-civil-service governmental employees. The hiring process for both civil- and non-civil-service positions includes the following key steps: needs assessment, recruitment, vacancy announcement, prescreening, obtaining applications and resumes, interviewing, validation of qualifications, and extension of job offer. Civil-service positions may require an assessment of position description, classification, title codes, and salary review. The organization might have a standard template for vacancy announcements; however, for higher-level positions, a special announcement might be necessary. The prescreening process may vary greatly by organization and recruitment method.
