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LSU Health Sciences Center at Shreveport
(Report issued October 2003)
Contact Person: Annjanetta Hunter, Human Resources Manager
(318) 675-5620
LSUHSC-S Human Resource Management Staffing Section completes an applicant recapitulation worksheet for each hiring action that includes codes for applicants screened out before and after the interview and after the offer is made. Data from the worksheet is entered into an electronic recapitulation database from which reports on screening practices and other applicant flow issues can be drawn.
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LSU Health Sciences Center at Shreveport
(Report issued October 2003)
Contact Person: Assistant Director over Staffing and Compensation
(318) 675-5607
LSUHSC-S has a guide for supervisors entitled “Hiring Practices and Procedures for LSU Medical Center – Shreveport” that proceeds through the hiring process, from the initial request to fill a position to the new employee showing up in the division for work.
The document contains sections on completing hiring forms, job descriptions, posting jobs, reviewing applications, interviewing, selection, drug screening, and EEO compliance among others.
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Department of Corrections
Contact Person: Tanisha Matthews, Human Resources Manager
(225) 342-0164
Corrections has developed an Applicant Flow form that captures information as prescribed in General Circular #1519 on applicant flow as well as information on the ethnicity of its applicants. The form is a single page in length and carries concise explanations of abbreviations and headings.
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Louisiana State University – Baton Rouge
(Report issued September of 2003)
Contact Person: Mimi Ruebsamen, Employment Coordinator – HRM
(225) 578-8392
LSU BR has a comprehensive booklet entitled “Guide to Recruiting, Interviewing, and Selection.” This guide is available on-line and is also distributed to all LSU BR departments and contains information on the complete hiring process from start to finish. The guide includes references to LSU policy on employment and contains examples of such things as interview questions, required competencies, and sample forms. This 25-page booklet provides LSU BR managers with a practical tool to use in searching for and selecting qualified employees.
Guide to Recruiting, Interviewing, and Selection
(this link routes you to LSU's website)
- Department of Corrections, Rayburn Correctional Institute
(Report issued May 2001)
Contact Person: Nannette Alford, Human Resources Manager
(985) 986-5008
The Rayburn Correctional Institute uses structured interviews conducted by a panel to make employment decisions. A member of the Human Resources Department is always present on interview panels. The use of standard interview procedures and multiple raters significantly increases the reliability of the selection process. This reduces the likelihood of poor selections, thus reducing hiring and training costs and employer liability.
- Department of Wildlife and Fisheries
(Report issued December 2001)
Contact Person: June Gillis, Human Resources Director
(225) 765-2850
In accordance with Louisiana Department of Wildlife and Fisheries policy and procedure, interviews are conducted before an interview panel consisting of three to five members, and a HR staff person serves as observer and advisor during the interviews. Also, standardized interview questions are used to ensure consistency of questions asked to applicants for each specific vacancy.
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Treasury/LASERS
(Report issued January 2003)
Contact Person: Sheila Metoyer, Human Resources Director
(225) 992-2099
According to a Louisiana State Employees’ Retirement System policy, no internal-only applicant searches will occur. All searches will include candidates outside of LASERS, and, if applicable, candidates from outside state service. LASERS seeks a large candidate pool from a wide range of sources.
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Department of Transportation and Development
(Report issued January 2004)
Contact Person: Deidre Adams, Human Resources Director
(225) 379-1259
DOTD uses a Standing Committee on Human Resources (SCHR) to address a broad range of human resources issues affecting DOTD and its employees and to ensure a consistent agency position on human resources issues. The SCHR will review and make recommendations to the Secretary on job studies, certain position descriptions, personnel policies, pay policies, pay requests, reorganization proposals, and other related issues having a broad impact on DOTD and its staff.
