2.2 Hiring Process - Employability Checklist

Updated

August 16, 2013

 

Purpose

This checklist is used to ensure that all pre-employment background checks are completed prior to a candidate’s appointment to a position in eMerge PeopleSoft.

Effective: August 3, 2012 Last Updated: August 9, 2012

 

Situational Trigger

Department has made its final candidate selection(s) to proceed through the preemployment process.

 

Authority Section

Charter
Department of Justice (DOJ)
Department of Transportation (DOT)

 

Process

  1. REQUIRED. Best Practice Tip: If conducting a PCS recruitment, Department HR should conduct a review of future employment restrictions in eMerge PeopleSoft for reachable eligibles prior to sending out referral notices to ensure that final candidate selection(s) are eligible for appointment to a position or within their department. If conducting a non-PCS recruitment, Department HR should conduct a review of future employment restrictions in eMerge PeopleSoft for final candidate selection(s) prior to conducting Conviction History Review process.

     
  2. Required. Best Practice Tip: If conducting a PCS recruitment, Department HR should conduct a review of future employment restrictions in eMerge PeopleSoft for reachable eligibles prior to sending out referral notices to ensure that final candidate selection(s) are eligible for appointment to a position or within their department. If conducting a non-PCS recruitment, Department HR should conduct a review of future employment restrictions in eMerge PeopleSoft for final candidate selection(s) prior to conducting Conviction History Review process.

     
  3. If Applicable

     
  4. If Applicable

     
  5. Best Practice Tip: Always check eMerge PeopleSoft to verify current or previous City employment that applicants may fail to disclose.

     
  6. Best Practice Tip: References should be previous employers, supervisors, managers, professional relationships etc.

     
  7. If Applicable

     
  8. IF APPLICABLE. Best Practice Tip: Departments should refer to CSC Rules, MOUs, or other authorities regarding any additional pre-employment position requirements that a candidate must meet prior to appointment (e.g. medical exam, drug testing, clearance, etc.) to a position. Note: Any additional pre-employment checks require a conditional offer of employment to be provided to the candidate(s) first.