Recruitment and Selection

600.1 PURPOSE AND SCOPE

This policy provides a framework for employee recruiting efforts and identifying job-related standards for the selection process. This policy supplements other county rules governing employment practices.

600.2 POLICY

In accordance with applicable federal, state, and local law, the County provides equal opportunities for applicants and employees, regardless of actual or perceived race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression, age, disability, pregnancy, genetic information, veteran status, marital status, and any other classification or status protected by law. The County does not show partiality or grant any special status to any applicant, employee, or group of employees unless otherwise required by law.

The County will recruit and hire only those individuals who demonstrate a commitment to service and who possess the traits and characteristics that reflect personal integrity and high ethical standards.

It is the County’s policy to comply with the Utah Employment Selection Procedures Act (UESPA) with regard to obtaining, using, and maintaining personal information of applicants for employment with the County.

600.3 RECRUITMENT

The Human Resources Department shall employ a comprehensive recruitment and selection strategy to recruit and select employees from a qualified and diverse pool of candidates.

The strategy should include:

1. (a) Expanded use of technology and maintenance of a strong internet presence. This may include an interactive county website and the use of county-managed social networking sites, if resources permit.
2. (b) Expanded outreach through partnerships with media, community groups, local colleges, universities, and the military.
3. (c) Posting and outreach within the County for internal candidates, when applicable and/ or required.
4. (d) Use of local, state, or national professional organizations (e.g., National League of Cities, National Association of Counties, American Society for Public Administration).

The County should avoid advertising, recruiting, and screening practices that tend to stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory manner.

The County strives to facilitate and expedite the interview and selection process, and should periodically inform candidates of their status in the recruiting process.