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27 B - General Employment Policies
City of Greensboro Personnel Policy Manuał
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E. After the screening is completed, the Employment Office staff will forward the Referral
& Selection Form that includes the list of qualified candidates along with the applications of
those candidates to the departmental hiring official or departmental contact person for Human
Resources. The number of candidates referred is based on the number of qualified candidates,
their relative qualifications as compared to the minimum requirements, and whether the
candidate is a City employee. All active City employees (whether full time or part time,
seasonal, roster, temporary) who meet the advertised minimum qualifications for the position
will be referred.
The hiring official must interview (by telephone or in person) all referred candidates. However,
in limited circumstances a hiring official, with approval of the Human Resources Director,
may determine that a referred candidate is not recommended for an interview. In those limited
circumstances, the hiring official may decline to interview a referred candidate.
If initial phone interviews are used and follow-up interviews are needed as is generally the case,
the interviews should be conducted by a panel of at least three (3) interviewers prior to making
a final decision. The panel must contain one member who is not from the hiring division. If a
hiring official believes a referred candidate is not qualified, he should contact the Employment
Office staff to resolve the issue.
F. The Department Director or designee at the Division Manager level must authorize all
hiring decisions.
G. The hiring official is responsible for managing the interview and final selection process
including reference checks, review of current personnel file (for current and former City
employees), background screening, and the initial or promotional appointment to City service.
H. The hiring official or his designee must contact all applicants who were referred and not
selected. The contact may be by phone, letter, or email.
I. When the interview process is completed and a hiring decision has been made, the hiring
official must return all recruitment information to the Employment Office. This includes the:
1. applications/attached documents (e.g. resumes),
2. interview questions and interviewer(s) notes, and
3. all information collected during the interview and selection process, (whether by phone
or in person) and all reference checks completed by the hiring official.
This information must be summarized on the Referral and Selection Form sent with
the referred applications. This form must include specific evidence which supports the