Human Resources

Careful attention must be devoted to developing qualifications prior to recruitment. The qualifications established and advertised constitute the selection criteria, which will be used to evaluate applicants, develop rating guides, conduct reference checks, and interview candidates. If a hiring decision is challenged, the advertised qualifications will provide a basis for defense. The qualifications advertised should match the position description qualifications. It is important that the job description includes the essential functions. Identification of these functions is a requirement of the Americans with Disabilities Act of 1991 and is critical to the search for qualified applicants.

• The qualifications listed in the position announcement must be the same as those advertised in newspapers, journals or on-line, and those used by the hiring department or search committee in its evaluation of applicants.

• Minimum Qualifications: Experience, education, licenses, certifications, skills and abilities which are essential for successful performance of the job. Applicants who do not satisfy minimum qualifications MUST be eliminated from further consideration. Also known as "required" qualifications.
• Preferred Qualifications: Credentials, experience, accomplishments and personal qualities which enhance an applicant's ability to successfully perform the job. Applicants who do not satisfy preferred qualifications NEED NOT be eliminated from further consideration. The presence of preferred qualifications may, however, help advance applicants to candidate status. Also know as "desirable" qualifications.

Consult with Human Resources before finalizing your qualifications and conducting recruitment. We can help ensure that they meet the following requirements:

• Qualifications must be nondiscriminatory.
• Qualifications must be valid - that means they are inherently job-related, and predict successful performance of the job.
• Qualifications must be defensible - that means they must be recognized as legitimate in the field attached to the position.
• Qualifications should be as objective and measurable as possible. The more subjective the qualification, the greater the need to predetermine how it will be qualitatively assessed.

Some considerations in identifying essential functions are:

• Did the incumbent actually perform the functions?
• Will the new individual be expected to perform the functions?
• Will removal of the functions effectively change the job?

A function is essential when:

• The position exists to perform it;
• The number of other employees available to perform it is limited; and
• The person performing the function is hired for their ability to perform it.