Applicant Selection a) When the Employer fills a new or vacant position, it shall hire the applicant who best meets the qualifications and competencies stipulated in the posting.
Applicant Selection. The developer/owner of affordable and/or workforce housing units is required to fill vacant units in either one of two ways:
Applicant Selection. Applicants for the MSc in Agronomy at Kabul University who meet the eligibility criteria will be notified and asked to take the Kabul University entrance exams scheduled for late February/early March. Those who pass will be invited to interview with a selection panel chaired by Dr. [ r e d a c t e d ] (MSU), and comprising representatives from MAIL and international organizations such as the International maize and Wheat Improvement Center (CIMMYT) and the International Center for Agricultural Research in the Dry Areas (ICARDA). In- line with MSU’s strict transparency and impartiality policy, candidates will be evaluated based on academic qualifications, wheat sector knowledge, past research experience and other relevant credentials like honors and awards, and gender and regional balance. While eligible applicants for the MSc programs in India will not have to take entrance exams, they will be invited to interview with the same selection panel mentioned above, and evaluated based on similar criteria. In addition, HAU or PAU will need to grant admission to graduate programs.
Applicant Selection. The Parties recognize that communication is essential to the efficient and effective processing of potential new hires from the Hiring List. Therefore, when a Party initiates new hire processing (i.e. background checks, polygraph, etc.), they will notify the other Parties of which applicants they are processing. This notification does not preclude another Party from starting their own new hire processing with that applicant, but it should be done with full disclosure to the other Parties. Procedurally, it may be impractical and/or against a Party’s Merit Commission Rules for a Party to eliminate a candidate from the Hiring List merely because another Party has begun new hire processing on that applicant. When a Party makes a conditional offer of employment to a candidate from the Hiring List, it will notify the other Parties that it has done so. If a conditional offer is accepted by a candidate, that candidate immediately becomes ineligible for employment by any other Party, unless the candidate is returned to the list because the conditional offer has been revoked.
Applicant Selection. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on, or in any way affected by, Union membership, by-laws, rules, regulations, constitutional provisions, or any other aspect or obligation of Union membership, policies or requirements.
Applicant Selection. The Company reserves the right in its sole discretion to select the applicant it deems to be most qualified based on the requirements of the job posting. If the Company determines that two or more bargaining unit employees are equally qualified, then seniority will govern. An employee awarded the position must accept the award within five (5) calendar days of the offer. If an employee fails to do so, the Company shall offer the position to the next most senior qualified bidder in the final candidate pool for the posted position. The Company retains the right in its sole discretion to hire external applicants to fill bargaining unit positions when it determines that an external applicant is the most qualified individual for the position.
Applicant Selection. Non-certified staff members shall have the right to apply for a transfer to any vacant position for which they are qualified. Both current employees and new applicants will be considered for positions. In the event that two or more applicants are equally qualified and acceptable to the building principal, the applicant with the most seniority shall be given the position.
