The Hiring Process
The Department of Human Resources is responsible for the recruitment
and selection process for all positions within the City of Redwood
City. The City currently employs over 500 people in full-time and
part time positions.
Interest Cards are available to
notify us of the position(s) you would like to apply for when they
become available. The cards are maintained by Human Resources until
the position is open, at which time you are notified and the applications
materials are sent to you. You may then apply for the position. Please click on the above link, fillout the form and email to email@example.com.
The recruitment and selection process consists of a series of screening
measures in order to select the most appropriate candidate for the
These steps are;
Applications are accepted only
for positions currently open. Interest Cards may be filled out and
submitted for positions not currently open.
Application materials submitted by the candidates are reviewed
and evaluated based on the requirements of the position applied
for. Each applicant is notified in writing of their status. Those
accepted for further consideration continue in the selection process,
which can include one or more of the following steps.
Written Exams provide an objective basis for determining if the
candidates have the necessary skills, ability and knowledge required
for the position. The exam content is specifically related to the
job opening. There usually are no study materials available. Not
all positions require written exams. Some positions require a practical
exam in which the candidate performs various physical exercises
relating to the position.
Oral Board Interviews
Most recruitments include an interview with a panel of three or
more raters from within the City and other agencies who are familiar
with the requirements for the position.
The purpose of the interview is to determine the candidate's ability
to perform the work required. The candidates are asked prepared
questions regarding their education and work experience and are
evaluated on their job related skills and knowledge.
An Assessment Center is an all day event in which the candidates
perform various written and oral exercises or presentations to a
group of qualified assessors. This process is used primarily for
management level positions.
The top candidates ranked by the oral board panel will be invited
to a final round of interviews with the hiring department. The hiring
manager(s) then make a recommendation to hire the candidate(s) they
feel is most suited to the current opening.
As part of the conditional offer of employment, candidates are required
to attend a pre-employment physical examination provided by the
City at no cost to the applicant.
Appointment to the position is made by the hiring manager from a
list certified by the Human Resources Director. A job offer letter
is prepared by the Human Resources staff which includes the start
date, orientation date and time.
As part of the selection process, the probationary period is used
to evaluate the work performance and conduct to ensure that it meets
the job requirements. The probationary period is 12 to 18 months
depending upon the position. Regular evaluations are made during
this time period. An employee may be released from employment for
any reason during the probationary period.