Selection Guide Checklist

1. All information regarding search/selection is to be kept confidential.
2. Inquiries from candidates about the selection process should be referred to the Careers@CSUN website.  Here, applicants can access their application profile and check the status of the job(s) for which they are applying.  Department personnel may not disclose information regarding any search. 
3. Search committee members will be granted access to the requisition to review the applicant pool by their department coordinator or hiring manager.

The purpose of the Selection Committee is to bring a variety of perspectives and insight to the interview process. Talent Acquisition recommends that the committee is comprised of at least three members but no more than five.  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. 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.
3. Rank and identify top applications. Use the ranking/rating system in CHRS Recruiting or the Application Rating Sheet to rate candidates and document your process.
4. Determine top candidates by comparing committee members’ Applicant Rating 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 “Interview Rating Sheet,” 
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 submit for hire.
2. To begin the job offer process, contact your department coordinator or hiring manager so that they can begin the process of submitting the offer for approval.  Utilize the “Submitting an Offer” How-to Guide for instructions on how to process the offer. Individuals identified on the Hiring Team as the Recruiter or Hiring Manager may initiate the online job offer process in CHRS Recruiting.  Note: Please ensure you have updated the status of all candidates considered for interview in CHRS Recruiting.
3. After Talent Acquisition reviews and approves the selection recommendation material, a Talent Acquisition Specialist will make the job offer to the selected candidate.
4. After a job offer has been accepted, Talent Acquisition 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 select to send notifications to the candidates they interviewed or use the system communication. If so, please notify Talent Acquisition so that duplicate notifications are not sent to the candidates.