1.2 Recruitment and Selection Process

The goal of the recruiting and selection process is to attract, retain and promote qualified applicants and to comply with all state and federal employment laws.  Within this context, the County has reserved the right to determine the best job related manner to conduct its recruiting and selection efforts, recognizing that the process may vary with each individual job. 

1.21     The following guidelines shall apply to the recruitment and selection process.

A.                Recruitment for classified positions shall be Open to the Public unless otherwise approved by the Board of Supervisors.  

B.                If examinations for employment are necessary, they shall be conducted on a competitive basis.  The testing shall be designed to be internally consistent and to fairly measure the skills required to successfully perform the duties of the position. 

1.22      Job Vacancy Announcements

A.                Job vacancy announcements shall be posted on the County Website.  The Human Resources Department shall disseminate postings and coordinate with departments to advertise positions with appropriate media.   

B.                 The job vacancy announcement shall include position title, minimum qualifications, essential job functions, department, salary, and location.

C.                 The minimum time for posting a vacant position shall be ten (10) business days.  

D.                Once the specific time for posting is established, the specific time shall not be shortened, unless the recruitment is terminated.

1.23     Selection and Hiring Process

A.                When an approved budgeted position becomes vacant, the Department Head shall submit a Request for Recruitment Action to Human Resources.  

B.                 All persons shall apply online for any vacant position.  By applying online, the applicant is certifying that all information is complete and factual. Incomplete applications may not be considered.  Applications shall be received by Human Resources on or before the closing date stated on the job vacancy announcement.  

C.                 The Department Head will evaluate applications for minimum qualifications unless the

Department Head requests the assistance of the Human Resources Director.  Human Resources will coordinate with the Department Head as needed to arrange the next step in the hiring process.

D.                The Department Head may select, schedule, and conduct interviews with applicants and shall coordinate with Human Resources for pre-employment testing, if required.  

E.                 The Department Head selects an applicant to fill the open position and informs Human Resources in writing.

F.                  The Department Head shall conduct reference checks and verify past employment with the assistance of the Human Resources Director or their designee as needed.  All employment offers are conditional upon satisfactory completion of all pre-employment requirements.

G.                If background and reference checks are acceptable, the Department Head shall complete the selection process. 

H.                Post-employment offer physical examination:  A post-employment offer drug screening and/or physical examination may be required prior to beginning employment for specific job classes, at the department’s expense.  

I.                    The new employee shall attend Human Resources’ New Employee Orientation (NEO) within 30 days of employment with the County.  

J.                   Where the position requires the driving of a motor vehicle, employees shall obtain and maintain a valid Arizona Driver’s License, unless an exception is granted by the Risk and Emergency Management Director.  Applicants selected for hire shall provide the County with a 39 month driving history at the start of employment. 

K.                Only the Board of Supervisors has the authority to create and budget a new position.  

L.                 Temporary positions:  Justification for temporary positions shall be submitted by the Department Head to the Human Resources Director for review.  If funding is available, the Financial Services Department shall forward the request to the County Manager for final approval.  The County Manager may approve up to twelve months of temporary employment.  The County Manager may extend a temporary employment.  

1.24  Employee Temporary Assignments and Transfers

The County Manager reserves the right to transfer or temporarily assign employees within or between departments as required by business necessity without following the standard selection and hiring process identified above.

1.25     Disqualification of Applicants  

The Human Resources Director may refuse to examine an applicant, or after evaluation, may disqualify an applicant if it is found that the individual has been determined to be unsuitable for any job-related reason.

1.26     Hiring of Relatives (Nepotism)

Hiring of an employee who is related within the third degree to an existing employee within the chain of command shall be submitted to the Board of Supervisors for approval on the County Manager’s Report.  Persons related within the third degree include a spouse, child, parent, grandchild, grandparent, sister, brother, great grandchild, great grandparent, aunt, uncle, niece, nephew or first cousin.  Elected Officials shall follow A.R.S. §38-481, and may enlist the assistance of the County Manager to ensure compliance with these Policies.  

1.27     Background Checks

A.                The following check list shall be completed for applicants selected for employment, based on position.

1.                  Criminal background check (federal, state and local)

2.                  Motor vehicle record check

3.                  Reference check

4.                  Verification of former employment

5.                  Verification of employment eligibility (E-Verify)

6.                  Sex offender database check

B.                 For positions that require a college degree or an advanced degree, applicant’s attainment of such a degree shall be verified.

C.                 A credit report may be necessary based on specific job requirements.

D.                For positions which require a license or certification, applicant’s possession of such license or certification shall be verified.

E.                 In accordance with A.R.S. §15-512, County School Superintendent’s applicants and any other applicants who work with juveniles as a regular part of their job will be required to submit to a fingerprint check. This requirement does not apply, however, to law enforcement employees

who are covered by departmental policies.  Fingerprint checks will be conducted in accordance with A.R.S. §41-1750.  

F.                  According to A.R.S. §46-141, Level I Fingerprint Clearance cards are required for individuals and volunteers who work with juveniles, seniors, and other vulnerable populations.  

G.                The Human Resources Department shall conduct all background checks, for persons applying for a position with the exception of Mohave County Sheriff’s Department and County Attorney’s office. The fee for the background will be charged to the hiring department.

1.28     Errors and Omissions

After appropriate review, the Human Resources Director may approve an adjustment to the eligibility of an applicant for appointment to rectify an error or omission.