These instructions are for the Ongoing Pool Recruitments Applicants Screening Criteria Worksheet, which is the second of the two required documents of the Ongoing Pool Recruitment Position Approval Packet (the first document is the Ongoing Pool Recruitment Set-up Form).

You can download the Ongoing Pool Recruitment Applicants Screening Criteria Worksheet from the APO's Forms web page (under the section titled, Recruitment Forms).

Overview of The Applicants' Screening Criteria

The Applicants Screening Criteria Worksheet is designed to help you develop the screening criteria that the search committee will use in Recruit to document their evaluation of the individual applicants.

The most important thing to remember is that your recruitment’s screening criteria must be based on the advertised position (i.e., job posting). Since the final job posting is not yet available to you, refer to your completed Ongoing Pool Recruitment Set-up Form when completing the screening criteria worksheet. This will allow you to cross-reference the information you entered in the form’s Basic Qualifications section; any preferred experience, qualifications, or position duties detailed in the form’s Position Description section; and/or the required application materials.

When the division and the APO conduct their individual reviews of your screening criteria worksheet, they will ensure the selected criteria correspond to the information provided in your recruitment set-up form and they will verify that the criteria are appropriate for the position’s title series. For example, you cannot use the Section 2 criterion, Did not meet research requirements when your recruitment is for a pre-six lecturer, since research duties cannot be assigned to lecture appointees.

Based on your screening criteria worksheet, the APO will produce your recruitment’s Approved Applicants Screening Criteria document, which will be uploaded to the Recruit system once the recruitment goes live. When the search committee wants to review the pool’s applications, the search committee chair will be able to download the screening criteria from the recruitment’s Documentation Page.

How the Screening Criteria is Organized

The recruitment’s screening criteria document is broken into sections that correspond to the various stages of the applicant review process. Each of the sections are defined below.

Section 1 Screening Criteria: Applicants Who Do Not Meet the Advertised Basic Qualifications

Section 1 criteria are based on the recruitment’s basic qualifications and the first step of the application review process is to determine if an applicant meets or does not meet the recruitment’s basic qualifications. Keep in mind that applicants must possess/meet all of the advertised basic qualifications at the time they submit their application

At this stage of the review process, the committee’s evaluations are based exclusively on the application materials available in the Recruit system. If the search committee determines an applicant does not meet the basic qualifications, they assign the applicable Section 1 screening criteria, which removes the applicant from further consideration.

When completing this section of the worksheet, select the stock criteria that correspond to your recruitment’s proposed basic qualifications. Provide custom criteria if the worksheet’s stock criteria do not address qualifications or experience included in the basic qualifications section of your form.

When completing this worksheet, don’t be surprised if you realize that you need to revise the basic qualifications section of your set-up form when completing the worksheet. For example, you may want to use the Section 1 screening criterion, Did not meet basic teaching requirement, but you see that your recruitment’s basic qualifications do not include a teaching requirement. As a result, you will need to update your set-up form’s basic qualifications to list a teaching requirement (e.g., Teaching experience at the university or college level).

Section 2 Screening Criteria: Applicants Who Meet the Basic Qualifications, but Are Insufficiently Qualified for the Position

For the applicants who advanced from Section 1, the next step for the committee is to determine if the remaining applicants are sufficiently qualified to remain under consideration. Section 2 criteria go beyond the advertised basic qualifications and can therefore be based on any of the qualifications, job duties, expectations for performance, or professional experience included in the job posting.

At this stage of the review process, the committee’s evaluations continue to be based exclusively on the application materials available in the Recruit system. If the search committee determines an applicant is insufficiently qualified for the position, they assign the applicable Section 2 screening criteria, which removes the applicant from further consideration.

When completing this section of the worksheet, select the stock criteria that correspond to the most critical qualifications, expertise, or aspects of the position listed in your recruitment set-up form (refer to the information you provided in the Position Description and the Basic Qualifications sections of the form). Provide custom criteria if the worksheet’s stock criteria do not address qualifications or expertise that will be included in your job posting.

OPTIONAL Section 2.5 Screening Criteria: Allows Committee to Learn More About Applicants’ Qualifications Before it Determines Who is Pool-qualified.

Up to this stage of the review process, the committee’s evaluations have been restricted to the application materials available in the Recruit system. Unless your recruitment’s screening criteria includes a Section 2.5, all remaining applicants who have not been removed from consideration must be identified as pool-qualified. However, if your screening criteria includes a Section 2.5, the committee can request additional information in order to learn more about the remaining applicants’ qualifications before it determines if the applicants should or should not be recommended as pool-qualified. By requesting additional information, the committee can further evaluate the applicants’ job-related qualifications beyond their application materials and if necessary, they can remove applicants from further consideration, so only the most qualified candidates are identified as pool-qualified.

The most common methods for requesting additional information are the following:

• Committee conducts reference checks.
• Committee conducts brief interviews.

When completing this section of the worksheet, in Step 1, identify how you will request the additional information. Select from the worksheet’s stock options or provide a custom method if the standard methods are not applicable.

In step 2 of the worksheet, identify qualification(s), expertise, or aspect(s) of the position listed in your recruitment set-up form’s basic qualifications or description that the committee will want to learn more about in their request for additional information.  Based on the qualifications/ expertise that you provide in the worksheet, APO will create screening criteria to remove an applicant from further consideration after the committee has assessed the additional information

Section 3 Screening Criteria: Applicatns Who Are Pool-qualified

Applicants who were not removed from consideration thus far, are judged by the committee as pool-qualified and must be assigned Section 3 criteria. Section 3 criteria are designed not only to document why an applicant has advanced to this stage, but they also demonstrate how the pool-qualified candidates compare to one another. Each qualification included in section 3 includes different options to select from in order to address each candidate’s strength in the given area (e.g., Area of specialty matches programmatic needs, Area of specialty is a very good match with programmatic needs, and Area of specialty is an outstanding match with programmatic needs).

When completing this section of the worksheet, select the stock criteria that correspond to the most critical qualifications, expertise, or aspects of the position listed in your recruitment set-up form (refer to the information you provided in the Position Description and the Basic Qualifications sections of the form). Provide custom criteria if the worksheet’s stock criteria do not address qualifications/areas of expertise that will be included in your job posting.