The document is a comprehensive recruitment plan detailing the process for hiring within a specific department or organization, including job announcements, qualification assessments, and interview protocols. It specifies various recruitment types, advertising methods, and the criteria for evaluating candidates through structured questions and scoring systems. Additionally, it outlines important timelines and responsibilities for HR personnel and hiring managers throughout the hiring process.

1. Createdby: Brandi Johnston (forjobaidat WashingtonCounty)
RECRUITMENT PLAN
Requisition Number(s): Date:
Position Number(s):
Department Contact: Ext:
HR Contact: Ext:
SECTION I – JOB ANNOUNCEMENTANDADVERTISINGINFORMATION
Classification Title:
Working Title: (If different fromclassification name)
Recruitment Type: (place an “x” next to the appropriate list type)
Transfer – lateral
(open for 1 week)
Promotional – internal
(open for 2 weeks)
Open – external
(open for 2 weeks)
Employment Category: (place an“x” next to the appropriate category)
Regular full-time
(0.75-1 FTE, benefit eligible)
Variable Hour – intermittent and irregular schedule
(up to 20hrs/week, nomax duration)
Regular part-time
(0.5-0.6 FTE, not benefit eligible)
Temporary – short term
(up to 24hrs/week, 6 monthmax duration)
Limited Duration* full-time
(0.75-1 FTE, benefit eligible)
Seasonal – same time each year
(up to 40hrs/week, 6 monthmax duration)
Limited Duration* part-time
(0.5-0.6 FTE, not benefit eligible)
*requiresBoardapproval, tiedto funding or special project, refer to Personnel Rules& Regulations 4.5.6
1. Job Information for the Announcement (flyer/brochure)
The Name of Department/Office/Division is recruitingfor a Classification Name. Complete remainder of introductory
paragraph describingthe position to includeprogramdescription in the context of this position and primary
responsibilitiesfacingtheperson in this position.
PositionSummary:
PrimaryResponsibilities:

2. Recruitment Plan – (Job# 2015-xxClass Title)
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SpecialtyPositionRequirements:
Listany special requirements,certificationsand licensing,nightmeetings, or other conditions of employment.
(place an“x” next to anyspecial requirements below)
Drivingan essential function of this position? Background check required?
Designated Bilingual position? Minimum age requirement? (i.e. Recruit Deputy)
Other special requirements:


KnowledgeSkillsandAbilities(KSA)Statements:
Determine which KSA statements reflect the essential functions of the job. Identify which KSA’s will resultin an
excellent employee.
TIP – Some ways to evaluate job tasks and duties includereviewing:
1) The importance of a work activity,task,or duty to the overall job.
2) Frequency that a work activity,task,or duty is performed.
3) Time spent on a work activity,task,or duty.
4) Difficulty in performinga work activity,task,or duty.
KSA 1:
KSA 2:
KSA 3:
KSA 4:
KSA 5:
2. Advertising
All recruitments with Washington County are advertised in full detail onlineat www.governmentjobs.com.
(place an“x” next to advertising requested below)
Oregon Live CareerCenterJobs.org
Partners In Diversity OSU, PSU, U of O
US Military Pipeline
Social Media:Facebook or Twitter
(Manager will post on department’s socialmedia sites)
Listother publications:(i.e. professional/trade organizations, communitypartners, industryuser groups)



3. Recruitment Plan – (Job# 2015-xxClass Title)
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SECTION II – TESTAND EXAMINATION INSTRUCTIONS
Indicate all examinationoptionsthatwill be usedinthisrecruitment.
(place an“x” next to all examination options below)
Review for minimum qualifications (CompletedbyHR)
Supplemental examination questions (SME review)
Resume only screening (manager and above)
Oral interviewexamination
Performance test
Subject Matter Expert (SME) Review
1. Develop Supplemental Examination Questions & Scoring Criteria (for each question)
 Identify three to fivesupplemental questions includingratingcriteria for all questions asked. Develop a question
for each KSA identified for the job announcement.
 Develop scoringcriteriafor each supplemental examination question above. (See samplebelow)
Question 1
Scoring Criteria
1 point
3 points
5 points
Question 2
Scoring Criteria
1 point
3 points
5 points
Question 3
Scoring Criteria
1 point
3 points
5 points

4. Recruitment Plan – (Job# 2015-xxClass Title)
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Question 4
Scoring Criteria
1 point
3 points
5 points
Question 5
Scoring Criteria
1 point
3 points
5 points
SAMPLE
1 point – (Unacceptable) Little experience or training in the knowledge, skillsand abilities you are seeking in thisposition.
2 points – (In Need of Development) Experience and/or training that woulddemonstrate the ability, knowledge and/or skill to
perform at a minimallyacceptable level withtraining.
3 points – (Acceptable) Experience and/or trainingthat woulddemonstrate the ability, knowledge and/or skill of anapplicant to
perform at anadequate level.
4 points – (More than acceptable) Experience and/or training that woulddemonstrate the ability, knowledge and/or skill above
the level expectedof anapplicant just startinginthe position, but belowthe level of a fullyfunctional staffmember. Experience
at this level wouldnot involve all of the responsibilities associated withthe “outstanding:level, but wouldinclude performing
similar dutieson a limitedbasis, or onlyperformingsome ofthe same duties.
5 points – (Outstanding) Experience andtrainingthat woulddemonstrate the ability, knowledge and/or skill equal to the duties
and responsibilitiesof the position.
2. Identify Subject Matter Expert (SME) Raters
 SME reviewers will be given access to NeoGov and instructions provided by HR.
 SME reviewers will enter in total number of points online,and the NeoGov system will do the averaging.
 SME reviewers must send the scoringchart,number of points for each question for each candidateto HR.
 To complete the process,the HR Recruitment Analystand HiringManager will meet to review the (SME Review)
scoringand establish an eligibility list.
Rater 1:
Rater 2:
Rater 3:
Rater 4: (Alternate)

5. Recruitment Plan – (Job# 2015-xxClass Title)
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Oral Interview Examination
1. Identify Interview Screening Questions & Scoring Criteria (for each question)
 Providelistof questions to be used, includingratingcriteriafor all questions asked.
 Each candidatewill beasked the same questions for ratingconsistency.
 Use approximately 10 questions for a 30-45 minute interview timeframe.
 Interviewers must keep their interview notes and scoringfor each candidate,this must be sent to HR for record
keeping.
Question 1
Scoring Criteria
1 point
3 points
5 points
Question 2
Scoring Criteria
1 point
3 points
5 points
Question 3
Scoring Criteria
1 point
3 points
5 points
Question 4
Scoring Criteria
1 point
3 points
5 points

6. Recruitment Plan – (Job# 2015-xxClass Title)
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Question 5
Scoring Criteria
1 point
3 points
5 points
Question 6
Scoring Criteria
1 point
3 points
5 points
Question 7
Scoring Criteria
1 point
3 points
5 points
2. Identify Interview Panel Participants
 Pleaseincludeatleastone panel member from another division,department, agency, citizen organization,or
professional organization.
 HR Recruitment Analyst,Division Manager,or AdministrativeManager will providebriefingand instructionsto
interview panel prior to interview commencement.
Panel participant 1:
Panel participant 2:
Panel participant 3:
Panel participant 4:
Panel participant 5: (Alternate)

7. Recruitment Plan – (Job# 2015-xxClass Title)
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SECTION III – RECRUITMENT TIMELINE & SCHEDULINGINFORMATION
Job Announcement
1. The hiringmanager’s final approval of the job bulletin mustbe received by 3 p.m. on Thursday to post ad that
Saturday.
 Final approval of job bulletin due by _____________.
 Planned application period to begin _____________ and be completed by _____________.
Initial MQ Screening
2. Initial screeningof employment applicationsfor minimumqualifications conducted by HR Recruitment Analyst
begins the Monday followingthe closeof the recruitment and takes approximately oneweek.
3. Planned MQ screening to begin _____________ and be completed by _____________.
4. HR Recruitment Analystand HiringManager to confer on those candidates thatdid not meet minimums. Form
consensus before moving forward. If consensus is notreached, the HR Manager will beconsulted and make the
final assessment.
 Planned date to meet with HiringManager:_____________.
SME Review (as needed)
5. Provideall SME Review requirements to the HR Recruitment Analystby _____________.
 Supplemental questions includingratingcriteriafor each question
 Names of SME raters
6. Planned SME Review to begin _____________ and be completed by _____________.
7. Debrief SME Review process with HiringManager
 Planned date to meet with HiringManager:_____________.
Oral Interviews
8. Provideall Oral Interviewrequirements to the HR Recruitment Analystby _____________.
 Interview questions includingratingcriteria for each question asked
 Names of interview panel participants
9. Planned oral interviewto begin _____________ and be completed by _____________.
Testing (as needed)
10. Planned performance testing to begin _____________ and be completed by _____________.
Final Interviews (as needed)
11. Conduct any final interviews,background checks,or any other appropriatemeasures to confirmyour hiring
decision.

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Candidate Selection
12. Review recruitment process and selection of candidatewith HR Recruitment Analyst.
 Planned date to meet with HR Recruitment Analyst:_____________.
13. Offer letter drafted by HR Recruitment Analystand forwarded to HiringManager. (Reminder: All hires must be
approved by the Department Director prior to issuing an offer letter.)
Closing Recruitment
14. All interview notes, reference checks, phone notes to HR Recruitment Analystfor official recruitmentrecords.