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Control Number: <br />211.07.01.001 <br />Version: <br />1.0 <br />Title: <br />Hiring <br /> <br />Page Number: <br />3 of 11 <br /> <br /> <br />IDOC Data Sensitivity Classification - L3 Restricted <br />and background investigation findings must be kept confidential and not divulged to <br />unauthorized personnel who are not directly involved in the hiring process. All requests for <br />confidential information must be referred to HR. <br />3. Recruitment <br />HR recruits and advertises for department positions in cooperation with the Division of <br />Human Resources (DHR) and Department of Labor (DOL). Employees may be required to <br />represent the department at external recruitment activities. Advertisements for openings and <br />recruitment materials must include a statement indicating IDOC is an equal opportunity <br />employer (EOE). Recruitment is performed in conjunction with veteran’s preference goals. <br />Announcement <br />Hiring managers must contact HR whenever there is a job vacancy, to determine <br />recruitment strategies. When necessary, HR publishes an announcement. <br />The hiring manager may submit a request to HR if there are any necessary changes to <br />the announcement before it is published. <br />Announcements to the public are published and distributed by HR to statewide job <br />service offices and online at the DHR website. HR disseminates department <br />announcements to, as relevant, employees of the department, Correctional Industries <br />(CI) and Commission of Pardons and Parole. <br />Announcements must include the following information: <br />• Title of the class <br />• Location of opening <br />• Type of announcement <br />• Instructions for applying <br />• Typical duties and responsibilities <br />• Salary <br />• Minimum qualifications <br />• Nature of the examination and qualifying score <br />• Veterans preference notice <br />• Closing date, and any other pertinent information <br />Hiring Lists <br />Applications are submitted to DHR, which coordinates the scoring of examinations for <br />classified positions and prepares an eligibility register. A “hiring list” of the top 25 <br />individuals is then pulled from the eligibility register for the department’s use. Depending <br />upon the pool of applicants, a hiring list can have less than 25 names on it. <br />A manager may consider the top 25 names and anyone tied for twenty-fifth place on a <br />hiring list. If, when calling for interviews, an applicant declines or cannot be contacted <br />after a reasonable attempt (such as documented phone message, letter, e-mail, at least <br />two calls at different times of day if no answer), the applicant must be coded correctly by <br />the hiring manager and need not be counted in the top 25.