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VAer1  
#1 Posted : Thursday, February 13, 2020 11:40:25 AM(UTC)
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Anyone works in Human Resource? Sometimes HR rates each application as Best Qualified, Qualified, etc.

In general, what methodology do you use to assign each application to a category? The more details, the better.

Thanks.
Endless Summer  
#2 Posted : Friday, February 14, 2020 2:56:38 AM(UTC)
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Originally Posted by: VAer1 Go to Quoted Post
Anyone works in Human Resource? Sometimes HR rates each application as Best Qualified, Qualified, etc.

In general, what methodology do you use to assign each application to a category? The more details, the better.

Thanks.


I don't work in HR but in my limited experience it goes like this...

HR rates your application based on the answers you provided to the questionnaire. Hiring board can request the top X number of applicants to be forwarded by HR.

Hiring board then reviews the resumes forwarded to them by HR. In my experience this is ten or less.

Hiring board chooses the top three or five to call for an interview and rates the applicants based on their interview.

An offer is made to the #1 candidate, if they pass then go to #2.

One note, I have been surprised at how non-standardized the process is. We all think that this is the federal gov't and there must be a well defined process and formula for selecting the candidate. This is not the case.

Take my most recent job... My supervisor told me she chose me because she liked the enthusiasm I showed during the interview. She was clear that I was not the most attractive candidate on paper.

It really is a crap shoot, a numbers game...

Good luck
VAer1  
#3 Posted : Friday, February 14, 2020 4:16:14 AM(UTC)
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Originally Posted by: Endless Summer Go to Quoted Post




HR rates your application based on the answers you provided to the questionnaire.


Thank you for your answer. But you almost skip the most important part of my question. My question is almost equivalent to "How HR rate application based on the answer provided to questionnaire". What exact methodology do they apply? For example, this link is called methodology to score SAT: https://blog.prepscholar...-perfect-sat-essay-score

TheRealOrange  
#4 Posted : Friday, February 14, 2020 4:43:15 AM(UTC)
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Originally Posted by: VAer1 Go to Quoted Post
Originally Posted by: Endless Summer Go to Quoted Post
HR rates your application based on the answers you provided to the questionnaire.

Thank you for your answer. But you almost skip the most important part of my question. My question is almost equivalent to "How HR rate application based on the answer provided to questionnaire". What exact methodology do they apply? For example, this link is called methodology to score SAT: https://blog.prepscholar...-perfect-sat-essay-score

I have been involved in hiring since 1990, and in every instance the hiring official/organization worked with HR to establish the scores related to the answers to each question. For instance:

Q.1. What is your experience with [topic]? Choose the answer that best fits your experience.

1. V (5 points)
2. W (4 points)
3. X (3 points)
4. Y (2 points)
5. Z (1 point)

In the agencies in which I have worked, HR requires that the questions, answers, and point assignments must relate directly to the job analysis, position description, benchmarks, etc. Once applications are received, the HR tech or specialist simply uses the assigned points based on the given responses, and there is usually a cutoff score for referral. Of course, in the case of Veterans Preference or Schedule A hiring, the cutoff score might be irrelevant, as minimally qualified may be the threshold.
VAer1  
#5 Posted : Friday, February 14, 2020 4:52:15 AM(UTC)
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Originally Posted by: TheRealOrange Go to Quoted Post
Originally Posted by: VAer1 Go to Quoted Post
Originally Posted by: Endless Summer Go to Quoted Post
HR rates your application based on the answers you provided to the questionnaire.

Thank you for your answer. But you almost skip the most important part of my question. My question is almost equivalent to "How HR rate application based on the answer provided to questionnaire". What exact methodology do they apply? For example, this link is called methodology to score SAT: https://blog.prepscholar...-perfect-sat-essay-score

I have been involved in hiring since 1990, and in every instance the hiring official/organization worked with HR to establish the scores related to the answers to each question. For instance:

Q.1. What is your experience with [topic]? Choose the answer that best fits your experience.

1. V (5 points)
2. W (4 points)
3. X (3 points)
4. Y (2 points)
5. Z (1 point)

In the agencies in which I have worked, HR requires that the questions, answers, and point assignments must relate directly to the job analysis, position description, benchmarks, etc. Once applications are received, the HR tech or specialist simply uses the assigned points based on the given responses, and there is usually a cutoff score for referral. Of course, in the case of Veterans Preference or Schedule A hiring, the cutoff score might be irrelevant, as minimally qualified may be the threshold.


Thank you for the information. Then you MANUALLY add all scores from each question? Or is there a program to do so?

Edited by user Friday, February 14, 2020 4:58:28 AM(UTC)  | Reason: Not specified

HR Bubba  
#6 Posted : Thursday, March 12, 2020 3:46:48 AM(UTC)

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Federal hiring is done thru USAJobs which is the applicant facing side of the system; USAStaffing is the HR side. Unfortunately, there is no standard method for how to use the system, we are given general guidelines and agencies have flexibility to modify to fit their circumstances. I can speak to how my agency does it as an example.

For all US citizen postings the guidelines say to use 2 or more categories; we use 3 categories (Best Qualified, highly qualified & qualified). There are preset cutoff scores entered into the system when the posting is created and the system automatically places individuals into a category based on their score (veterans preference rules apply to US citizen postings so some veterans are placed in the highest category regardless of their score). The score is based on the applicant’s answers to the assessment questions; each answer (a-e) has a point value assigned and the system totals up the raw score and converts it to a score ranging from 70-100.

For internal postings (current feds & other status individuals), we do not use preset cutoff scores. The methodology used to determine the best qualified group (the only one referred to the hiring official) is determined in coordination with the hiring official. It may be determined by a cutoff score, # of applicant’s the hiring official wants to see on the list, etc.; if it’s a limited number of applicants we may even refer all who are determined to be minimally qualified.

At the end of the day, the score is pretty useless as most applicants simply mark “e” and say they are an expert at everything. Unfortunately, this means that the HR folks have to manually screen every application and having an automated system does nothing for us. This is one of the main reasons why it seems to take forever to get notifications on vacancies.

Edited by user Thursday, March 12, 2020 3:49:09 AM(UTC)  | Reason: Not specified

FatHappyCat  
#7 Posted : Monday, March 16, 2020 1:16:17 AM(UTC)

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Originally Posted by: Endless Summer Go to Quoted Post

Take my most recent job... My supervisor told me she chose me because she liked the enthusiasm I showed during the interview. She was clear that I was not the most attractive candidate on paper.


Is this the same one giving you all the issues?

FatHappyCat  
#8 Posted : Monday, March 16, 2020 1:21:42 AM(UTC)

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Originally Posted by: VAer1 Go to Quoted Post
Anyone works in Human Resource? Sometimes HR rates each application as Best Qualified, Qualified, etc.

In general, what methodology do you use to assign each application to a category? The more details, the better.

Thanks.


There is no general methodology that HR uses.

If you think about it, HR in general does not have the expertise to actually sort resumes and decide who is qualify and who is not. They basically take the highest rated resumes based on USA jobs - everyone who marked 'E' straight down the board - basically everyone, and then hands them off to the selecting official who has the pleasure of taking the 100+ resumes, each 30+ pages, and deciding who to interview. After the interview - the selecting official takes the # of people interviewed and then sorts it out on who number one, two, three... and lets HR knows.
Endless Summer  
#9 Posted : Monday, March 16, 2020 1:25:23 AM(UTC)
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Originally Posted by: FatHappyCat Go to Quoted Post
Originally Posted by: Endless Summer Go to Quoted Post

Take my most recent job... My supervisor told me she chose me because she liked the enthusiasm I showed during the interview. She was clear that I was not the most attractive candidate on paper.


Is this the same one giving you all the issues?



Ha! Yes, it is. Heck, I wish she'd gone with the other guy!

I She's totally off the rails. I'm meeting with HR this week about her.
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