FAQ - Recruitment & Selection

The County of Riverside seeks to attract the best-qualified candidates who support the mission of the County and who respect and promote excellence through diversity. The County strives to actively manage employee talent and maximize growth for both the employee and the County. The County is committed to equal opportunity and follows recruitment and selection practices that comply with all applicable employment laws.

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To establish positions as eligible for one of the new bilingual levels, departments must designate a position as eligible for bilingual pay at either Level 1, 2 or 3 by completing the Bilingual Validation/Pay Request Form and sending it to their designated Human Resources Services Manager for approval. Forms and information are provided below.

A request for a Companion/Advance Replacement is submitted to the Human Resources Service Team when the department has determined a need to cover the work assignment of an absent or terminating regular employee. Forms and information are provided below.

Because the competition for talent can be fierce in many skill areas currently in demand for County jobs, special programs have been developed to assist in attracting and retaining candidates and position the County as an employer of choice in our region. Essentially, a position becomes what is commonly referred to as “difficult to recruit or retain” when there is a shortage of qualified candidates to accept positions where we are actively seeking candidates, or the County has a difficult time retaining the qualified candidates currently employed. What that provides to hiring managers and managers of existing staff is a complement of three tools to help meet staffing and retention needs.

When a classification is difficult to recruit, there are three ways to address bringing candidates into the position, or to provide retention tools to existing employees. Many positions exist on all three lists, or on one or two lists but not all three. This occurs because the benefit of one program might address the specific recruiting or retention issue, or more than one tool might be needed to address an acute shortage of candidates.

This program pays a “finder’s fee” to regular County of Riverside employees when a new external employee is hired into an eligible position as a result of their referral. The Employee Referral Program motivates current County employees to “Share the Secret” and tell their friends, family, or former work colleagues about how working in Riverside County is “Beyond Your Expectations” in exchange for a referral bonus of a minimum of $300 up to a maximum of 1% of the referred position’s salary. Specific program guidelines apply to determine eligibility, and positions are added to this list with the approval of the hiring department or agency head and the Human Resources Director. Internally, we refer to classifications eligible for payment of the Employee Referral Bonus as “DTR-ERP.”

The Educational Support Program “Difficult-to-Recruit”, also know as “DTR-ESP”, list is comprised of positions that have been designated difficult to recruit or retain by Department Heads and approved by the HR Director. Most of these positions will require a certificate or degree, and it is designed to “grow our own” employees by counseling, encouraging, and supporting them to pursue higher education and advancement. There are multiple components to the Educational Support Program, such as textbook and tuition reimbursement, and educational loan repayment, all of which use the same “Difficult-to-Recruit” list.

“Difficult to Recruit” (DTR-Comp) is a provision of the County Salary Ordinance 440, Section 8.B(3) that provides additional flexibility in the area of compensation in certain classifications. The DTR was created to address immediate recruitment and retention issues and is intended as a short-term measure to deal with an immediate and clearly demonstrated recruiting or retention problem within a department, operation unit or location.