HR Badge #06: Hiring Process: Recruit, Interview, Hire-HR Badge #6

HR Badge #6 - PowerPoint

Pdf Summary

The document outlines a school-district hiring process—Recruit, Interview, Hire—with an emphasis on legal compliance, collective bargaining agreements (CBAs), and defensible documentation.<br /><br />In the recruiting phase, job descriptions must be accurate but changes may trigger union bargaining obligations; significant revisions should be reviewed with Legal. Posting requirements and sequences must follow CBAs, often requiring internal steps (vacancy declarations, placements of involuntary transfers/returns from leave, internal postings and voluntary transfers based on seniority) before external advertising. The guidance also warns against nepotism and conflicts of interest, citing RCW 42.23.070 and WSSDA policy concerns when selecting or supervising family members.<br /><br />The hiring process is described in six stages: (1) minimum qualification screening, (2) committee screening, (3) interviews, (4) reference checks, (5) recommendation to the superintendent/supervisor, and (6) board approval. Applicants who do not meet minimum qualifications must be screened out and notified in writing—no “courtesy” interviews. Hiring committees must be properly constituted per CBAs, free of conflicts, able to maintain confidentiality, and use objective scoring systems. All notes and scoring tools are collected and retained per records schedules to defend decisions.<br /><br />Interviewing should use 8–10 job-related questions and objective “look fors,” avoiding subjective concepts like “attitude” or “fit.” Interviewers must not ask questions that reveal protected-class status or pay history (RCW 49.58.100). Reference checks should seek new information. Background requirements include fingerprint-based criminal record checks for roles with unsupervised access to children (RCW 28A.400.303) and mandatory sexual misconduct disclosures (RCW 28A.400.301); some crimes bar employment.<br /><br />The document also covers optional job-related testing, ADA-compliant physical exams (applied consistently and kept confidential), offer/denial letter practices, seniority-bypass rules in classified CBAs (skills/abilities-based, often requiring a bypass letter and Legal support), and final board approval in open session after possible executive-session discussion.

Keywords

school district hiring process

recruit interview hire workflow

collective bargaining agreement compliance

job description changes union bargaining

internal posting sequence seniority transfers

nepotism conflict of interest RCW 42.23.070

minimum qualifications screening and notification

structured interviews objective scoring look-fors

pay history ban RCW 49.58.100

fingerprint background checks and sexual misconduct disclosure RCW 28A.400.303 RCW 28A.400.301