Selection Guide Checklist

1. All information regarding search/selection should be kept confidential;

2. Inquiries from candidates about the selection process should be referred to the Careers@CSUN website.  Here, applicants may check the status of the job(s) for which they are applying by clicking first on “External Applicants” and then search for the position(s) to which s/he applied.  Department personnel may not divulge information regarding any search. 

3. Recruitment Services forwards applications by routing them electronically. Department Recruiters will receive an e-mail notification when a batch has been routed for department review.

The purpose of the Selection Committee is to bring a variety of perspectives and insight to the interview process. Recruitment Services recommends that the committee is comprised of at least three members.  When a Selection Committee is utilized for a position within bargaining units 4 or 6, a Collective Bargaining Unit member shall serve on the Committee. Selection Committees are formed to evaluate the applicant pool, determine which candidates will participate in the interview process, and, actively conduct the interviews.

1. Using the Position Description created at the onset of the search, develop a list of job-related screening criteria comprised of the skills, knowledge, abilities, experience and education necessary for successful performance;

2. Recruitment Services forwards applications by routing them electronically. Department Recruiters will receive an e-mail notification when a batch has been routed for department review.

3. Review and rate each application/resume in accordance with the developed criteria.  Please note: The CSUEU collective bargaining agreement now requires that if a CSUEU-represented employee currently employed at the campus for which a position has been posted, who has applied for the position, and meets the minimum qualifications, shall be interviewed;

4. Rank and identify top applications. Use the Application Screening Record to rate candidates and document your process.

5. Determine top candidates by comparing committee members’ Applicant Screening Records. 

1. Refer to Keys for Successful Interviewing as you develop a list of job-related interview questions;  

2. Schedule and conduct interviews.  Use the “Applicant Interview Evaluation Record,” 

3. Conduct and verify reference checks on the top acceptable applicants resulting from the interviews.

4. Determine and list the final ranking of the interviewees. 

1. Determine the top candidate, to whom you would like to extend the job offer;

2. To begin the job offer process, use an Internet browser to access the myNorthridge portal homepage. a Utilize the Recruiting Solutions “Initiating a Job Offer” Quick Guide for instructions on how to process a selection. Individuals identified on the Hiring Team as the Recruiter or Hiring Manager may initiate the online job offer process in Recruiting Solutions.  Note: Please ensure you have provided information on all candidates considered for interview in Recruiting Solutions.

3. After Recruitment Services reviews and approves the selection recommendation material, departments can choose whether to make the job offer, or, to have Recruitment Services make the job offer to the selected candidate.

4. After a job offer has been accepted, Recruitment Services will send out thank-you rejection letters to candidates interviewed, as well as, a separate thank-you rejection letter to all other applicants.

5. Departments may choose to send a letter of notification to the candidates they interviewed. If so, please notify Recruitment Services so that a duplicate letter is not sent to the candidates.