LAKE COUNTY SCHOOLS
Hiring Procedures
Human Resource Services
Revised 7/31/12
STANDARD OPERATION
PROCEDURES
 Selection Procedures and Information for
advertising positions, selection of employees,
and hiring.
 PROCEDURES:
 Advertise ALL positions until the advertisement period
has ended.
 Advertise positions with the qualifications that will be
your guide in making your personnel selections.
 Screen applicants based on the skills and qualifications that
were advertised for the positions. Veterans who live in
Florida have preference to an interview even if they
only have the minimal qualifications to fill the
position. The preference is usually indicated on the
application. Lake County Schools does not use a point
system for its application process; therefore, there is
no need to add points to the veteran’s score during
interviews. When using Ventures, it is not necessary to
add points to the final score. If you use tests such as a
typing test in the interview process, there is no need to
add extra points for Veteran Preference applicants.
According to new regulations, Veterans may use the
preference many times to be hired. Be careful with gaps in
the employment history of any candidate. Be careful of
employees who do not remain at any job for over a year or
change jobs rapidly.
 Schedule interviews for applicants who meet the
qualifications and special requirements that were
advertised and included in the job description.
Hiring Managers should always try to be a part of
the interview process or the preparation for the
interview process.
 Prepare for the interviews with a group of
questions that are pertinent to the skills and
qualifications that are relevant to the advertised
positions.
 Try to create questions that are open ended.
Example: Provide strategies that you have used to
create a positive discipline atmosphere in your
classroom.
 Ask the same questions of ALL applicants for any
advertised positions. Deviate only for the purpose
of clarification and gaining more information.
 Questions that are prepared for an interview must
be legal and appropriate and allowable by the law.
The following examples of legal & illegal questions are
provided as a guide when preparing for an interview:
Age
Illegal: How much longer do you plan to work before you retire?
How old are you?
What is your birth date?
What was the date of your graduation from high school?
Legal:
What are your long-term career goals?
Armed Services
Illegal: What is the reason for discharge?
Legal:
Explain the circumstances around your discharge of ________.
Gender
Illegal: We’ve always had a man/woman do this job. How do you think
you will stack up?
How do you feel about supervising men/women?
What do you think of interoffice dating?
Do you have a problem with a female supervisor?
Legal:
What do you have to offer our company?
Tell me about your previous experience managing teams. Have
you ever been disciplined for your behavior at work?
Health & Physical Abilities
Illegal: Do you smoke, drink or use tobacco products?
Legal:
In the past, have you been disciplined for violating company
policies forbidding the use of alcohol or tobacco products?
Health & Physical Abilities
Illegal: What is your weight?/How much do you weigh?
Do you have a disability?
When did you last visit the doctor & what was the reason?
Have you ever claimed for disability?
What is your height?/How tall are you?
Legal:
Are you able to lift boxes weighing up to 50 pounds?
Are you able to perform the specific duties of this position?
Marital & Family Status
Illegal: Are you married?
Are you in a long term relationship?
Is this your maiden name?
Do you have or plan to have kids?
Marital & Family Status continued
Illegal: How many dependents do you have?
Can you get a babysitter on short notice for overtime or travel?
How does your husband/wife feel about you applying for this
job?
Are you expecting a baby?
If you get pregnant, will you continue to work, and will you
come back after maternity leave?
Who is your closest relative to notify in case of an emergency?
What do your parents do for a living?
What is your sexual orientation?
Legal:
Do you have responsibilities that will interfere with job
attendance?
Have you worked or earned a degree under another name?
Marital & Family Status continued
Legal: Are you available to work after hours or overtime on occasion?
Can you travel?
Do you have responsibilities that can prevent you from
participating in team building events over weekends?
What are your long-term career goals?
In case of emergency, who should be notify?
Tell me how you became interested in “x” industry.
Nationality
Illegal: What is your home/native language?
Are you a U.S. Citizen?
How long have you lived here?
What is your nationality/ethnic group affiliation/race?
Nationality continued
Legal: What languages do you read, speak or write fluently?
Can you legally work in this country?
What is your current address & phone number?
Do you have any alternative locations you can be reached?
Religion
Illegal: What religion do you practice?
Which religious holidays do you observe?
What church group do you belong?
Legal:
What days are you available to work?
Are you able to work with our required schedule?
List memberships of clubs, professional & cultural organizations.
 Prepare a rating criteria process or a way to
defend your selection and summary for all
advertised positions during the interview process.
 Keep a file of questions, list of applicants, list of
applicants who were interviewed, rating criterion,
rating sheets, rating summaries, advertisements,
copies of job descriptions, and applicants offered
positions for at least four years from the date of
the interviews. This is a change. Four years has
been the change in the Record Retention
Standards.
 Have a list of anticipated questions about the district ready
to answer if the applicant asks about hours, possible salary,
working conditions, etc.
 References should be checked before making a final offer of
employment to any applicant.
 Each applicant must have at least two references. One of the
references must be a telephone reference provided by the
hiring manager from the most recent employer.
 When making a job offer, avoid phrases like “Welcome to the
Family.” This may be interpreted to the applicant that a
contract is implied.
Florida Public Service Union (FPSU)
Contractual Information
 Advertisement posted for 6 business days.
 Interviewing may begin before deadline.
 No offer until after posting deadline.
 Five most senior qualified employees from the
district who applied must be interviewed.
Florida Public Service Union (FPSU)
Contractual Information
 Preference should be given to the internal candidate who meets
advertised qualifications when applicable.
 When qualifications are equal, the most senior (district-wide)
candidate is selected if he/she is the one most suitable for the
position.
 Persons hired from outside the district must be more qualified
than district employees who apply. The ability to verify “more
qualified” is important.
 It is courteous to acknowledge all applicants who are
interviewed in a formal way.
Lake County Education Association (LCEA)
Contractual Information
 All instructional vacancies must be advertised for
a minimum of five days.
 Interviewing may begin before deadline.
 No offer until after posting deadline.
Lake County Education Association (LCEA)
Contractual Information
 All qualified applicants will be screened and given
due consideration if applicable. When requested,
unsuccessful applicants shall be given reasons for
not attaining the position.
 It is courteous to notify all applicants interviewed
the results of the selection process.
IMPORTANT POINTS TO
REMEMBER
 Review all applications
 Be sure everyone who is interviewed has submitted
an application.
 Be sure to check for Veteran Preference applicants.
 Remain objective throughout the hiring process.
 Avoid the appearance that one candidate is favored
over the other during the interview process.
 Carefully choose members of the selection
committee.
 Be sure these individuals don’t have a
relationship with any of the candidates or any
biases.
 Use a standard interview format and keep
thorough documentation for four years.
 Wait for all hiring steps to be completed and
verified prior to allowing a new employee to
begin a work assignment.
 Selected candidates must complete the
fingerprint registration online prior to
scheduling an appointment for New Employee
Orientation.
 Selected candidates must be drug tested within
24 hours of receiving the signed approval form.
 Always verify with HRS that an instructional
candidate meets all certification and highly
qualified standards before making a final offer of
employment.
 Applicants must be scheduled for New Employee
Orientation.
 Maintain interview questions and scoring rubrics or
standards for four years.
 Follow contract provisions when selecting new
employees.
 Conduct a thorough check of references:
 Review resume and question breaks in service or
unusual job progression.
 Contact the most recent supervisors of the
applicant and get as much information as possible
according to the HRS Telephone Reference form
which is located on the Intranet.
 Conduct an internet search of the applicant (i.e.
Google).
 Do not let an employee begin a work assignment
without clearance from HRS.