• The Supervisor chooses a screening tool template in the Job Requisition to use. ASU HR will create the screening tool for the supervisor unless a template is not chosen. If a template is not chosen, the supervisor must create and upload their screening tool in the job requisition when submitting to fill a vacancy. 
• The screening tool will be used by the Search and Screen Committee when reviewing and evaluating application materials to narrow the candidate pool and provide recommendations to the Supervsior. 
• Each candidate will be rated on each of the criteria in the screening tool (consistent with the requirements listed in the job requisition), based on their application materials.

These are Extension's preferred screening tool options. Please choose one from the drop down in the Job Requisition. If ASU HR will not be creating your screening tool for you, please download one of these templates, fill it out, and upload into the Job Requisition.

Different Screening Criteria Per Qualification

Required/Preferred (Yes, No, Maybe)

Non-Weighted Template

1. Supervisor/Search and Screen Committee Chair should schedule a committee meeting to discuss the Job Requisition and qualifications that they will be screening for. Determine expectations for screening and discuss how you will evaluate applicants for qualifications that may be difficult to screen for in written applicant materials. 
2. ASU will provide each Search and Screen Committee member with access to a Box folder that will include all applicant materials and the created screening tool. 
3. Each Search and Screen Committee member should review all applicant materials and fill out the screening tool independently prior to a group discussion to determine which applicants will move forward in the recruitment process. 
   1. **If you have a large applicant pool, consider subdividing applicants between committee members (ex. half the committee reviews half the applicants). Remember that no single committee member should review applicants on their own. 
4. After the group has determined which applicants will be moving forward, the Supervisor or Search Committee Chair should consolidate the screening tool information into one document. This final screening document should be emailed to Extension HR and ASU HR along with the list of applicants that will be moving forward. 

Best Practices: 

• Review all applicant materials for Required and Preferred Qualifications.
• Applicants who do NOT meet all Required Qualifications should NOT move forward in the recruitment process. 
• If the committee is unable to effectively screen for a listed qualification, applicants can be invited to participate in an interview that will allow the committee to screen for the qualification in question.
• Supervisors may choose to not include qualifications in the screening tool that cannot be effectively screened for in written applicant materials.
• When the committee cannot come to a consensus, Supervisors are encouraged to invite the candidate for a preliminary interview. Opting for additional interviews can provide clarity to help the committee feel that they are making thorough and effective decisions. 

More detailed information regarding the screening process is included in the Search and Screen Committee Training. This training is required for all supervisors and committee members at least once every year. 

Questions? Contact hr@extension.wisc.edu.