A recruitment plan is an organized written strategy that identifies objectives for recruiting for a position. WAC 357-16-125 specifies what the ''plan'' or certification procedure must contain minimally.
For a full recruitment plan the hiring manager and HR would work together to document the job requirements, posting and advertising strategies, what activities are needed to attract diverse candidates, what assessment tools will provide the best screening, applying veteran’s preference, certification strategy and a timeline for all of these components. For guidance on how to meet the minimum requirements for certification procedures as stated in the WAC you can use a sample Recruitment and Selection Plan form.
A schedule or calendar of milestones with dates during which the recruitment activities will take place. The schedule lays out key points between the start and end date for a recruitment process. Follow these links for either a 90-day or a calendar timeline.
WAC 357-19-015 cites that employers must use job analysis as the basis for appointment under civil service rules. Appointments to positions must be made on the basis of the candidate’s ability to meet the competencies as defined through job analysis. Use this guidance document with information on how to perform job analysis.
Sample job postings and tips on how to create effective job postings that will make your job opportunity stand out from the competition are available. Follow this link to use these Marketing Your Position tips and other resources.
We assist small agencies who do not have their own HR staff with recruitment and assessment needs. This includes recruiting consultation, job posting, screening and assessing candidates and certification. View the Small Agency HR Services webpage for more information.
Sourcing is using our knowledge of a particular position to identify where to network and search for candidates to the find those that have the skills to best fill our vacant positions. Networking, marketing, advertising, cold calling are some of the techniques used to source for candidates. Many contacts can be found using the Recruitment Sourcing Directory.
Employers are encouraged to review the Statewide Layoff List for candidates before recruiting externally. The statewide layoff lists are maintained by DES. Find information on the Statewide Layoff list and processes.
Employers are encouraged to review the GGTP for qualified candidates before recruiting externally. Find information on using the GGTP.
Yes, employers may hire both citizens and noncitizens. Employers are responsible for checking on the legal status of job applicants and routinely ask for proof of citizenship or work authorization documents from all new hires. A US citizens-only policy is illegal except in cases where us citizen ship is required by federal, state or local law or government contract.
Recruiter and related training is available through the Department of Enterprise Service training division, including classroom and E-Learning courses.
State recruiters participate in meetings on current topics that are hosted by State Human Resources Division of OFM. Networking also occurs through joint participation at career and job fairs. Check for these opportunities through Career and Job Fairs.
Accreditation in the U.S. is done by “accrediting agencies” – private regional or national associations that have adopted criteria for evaluating institutions or programs to determine whether or not they are operating at basic levels of quality. There are two large organizations in the U.S. that evaluate and give recognition to accrediting agencies. For more information see Accreditation and/or Verifying Degrees.
Guidance on Veteran’s preference can be found by using this link.
The Washington State Affirmative Action Program is facilitated by the department in close coordination with the Governor’s Affirmative Action Policy Committee (GAAPCom). Agencies have a designated Affirmative Action Officer who is responsible for developing and following their AA Plan in accordance with state and federal guidelines.
The department submits an EEO report for the all state agencies to the EEOC. Some agencies receiving federal funds are required to submit additional information independently.