HORIZON CONSULTING INCORPORATED
Recruiting and hiring qualified individuals are critical to the success of every Horizon
Consulting employee and the Company as a whole. This procedure defines the steps
necessary to determine a hiring need and to recruit, interview, and offer the position to an
Horizon Consulting Incorporated is an Equal Opportunity Employer and does not
discriminate against otherwise qualified applicants on the basis of race, color, creed,
religion, ancestry, age, sex, marital status, national origin, disability or handicap, or
Horizon Consulting Incorporated maintains an at-will employment policy. Either the
employee or the Company may terminate employment at any time with or without notice
Hiring Authorization – Personnel Requisition
The President must approve all requests for the hiring, transfer, or promotion of Horizon
personnel in advance in writing. Once the need for a personnel change is determined,
the supervisor completes the personnel requisition and forwards it to the HR Department
in Lansdowne. The request for hiring of replacement personnel as well as for new
positions may be submitted on this form. The supervisor will be notified of the
President’s decision. The HR department will begin recruiting, transfer, or promotion
activity upon approval of the requisition by the President.
Horizon uses many methods to recruit qualified individuals. The employee referral
program, job bank posting, resumes on file, and advertising are some examples. The
Company makes every attempt to fill vacant positions internally with qualified
employees. All recruiting activity will be performed by or requires the authorization of
the HR Department in Lansdowne.
Positions to be filled from outside the Company may be posted on the American
Job Bank website at http://www.ajb.dni.us/ and on the Horizon website at
www.horizon-inc.com. Positions to be filled internally may be posted on the
Horizon website. Upon receipt of an approved personnel requisition, HR will
post the openings as appropriate.
Employee Referral Program
The Horizon employee referral program encourages the recommendation of
outside candidates from current employees. A referral bonus is paid for
successful hirings under the program guidelines. Employees are urged to refer
qualified candidates at any time for current or future consideration.
Resumes on File
Horizon continually receives unsolicited resumes from candidates which are kept
on file for future consideration. When an open position is identified, these
resumes are reviewed for relevant education, training, skills, and experience.
Horizon may advertise in local and trade publications for qualified candidates.
Horizon attempts to transfer or promote from within when possible. Current
employees are encouraged to apply for posted openings by completing the
Current Employee Application and submitting it directly to the HR department.
Candidate Screening and Interview Scheduling
Upon receipt of an approved personnel requisition, the HR department will notify the
hiring supervisor and post the open position, if appropriate. HR will screen resumes on
file for qualified individuals. Publication advertisements may also be placed. After the
opening has been posted for an appropriate period of time, HR will forward qualified
candidate resumes for both current and prospective employees to the hiring supervisor for
The hiring supervisor will review the pre-screened candidate resumes and provide the HR
department with candidates selected for interview and times available for meetings. HR
will contact the candidates to schedule the on-site interviews and notify the supervisor of
Prior to the start of the interview process, the supervisor should review the job
description for the position, the requisite qualifications, and the employment interview
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form. A standard list of questions and points to discuss with all candidates should be
developed to serve as a guideline for the interview and assist with candidate evaluations.
The individual candidate resume should be again thoroughly reviewed and questions
prepared about specific areas of experience, skills or education relevant to the job
Upon arrival and prior to an interview, each external candidate must complete and sign
the Horizon job application. The candidate must also be provided with the Applicant
Data Record/Affirmative Action Survey form for completion. The completion of this
form is optional however the Company encourages all applicants to provide the requested
information in order to comply with EEOC reporting requirements. The supervisor
should review the completed application prior to the start of the interview. Current
Horizon employees are not required to complete the application.
It is recommended that at least two Horizon employees separately interview each
candidate whenever possible.
Hiring supervisors are not authorized to negotiate salary, extend offers or make any legal
or employment commitments on behalf of the Company. The HR department will
discuss these areas with successful candidates upon approval from Horizon’s President.
Any written correspondence with a candidate must be prepared by the HR department
and signed by the President or her designee.
Shortly after the completion of the interview, the person conducting the interview should
complete the employment interview form. Any especially high or low scores should be
supplemented with information in the comments section. This completed form should
then be given to the hiring supervisor.
The hiring supervisor reviews all interview forms for a candidate, meets with the
interview team, and discusses the candidate’s qualifications and each interviewer’s
recommendations. The hiring supervisor then sends the interview packet consisting of
the candidate’s resume, completed application, all employment interview forms, and an
action recommendation to the HR department.
The HR department reviews each candidate interview packet for completeness and
forwards an action recommendation to the President for approval. Upon approval of a
recommendation for hire, HR notifies the hiring supervisor and performs a Company
background check on the candidate. HR then contacts the candidate to discuss
employment terms. The President must approve any negotiated terms that do not comply
with standard policy. Candidates who are not selected for hire will be sent a notification
letter by the HR department.
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HR issues an offer letter to the successful candidate and notifies the hiring supervisor
upon receipt of a signed acceptance copy. HR calls the candidate to confirm acceptance
of the offer and to confirm the employment start date.
If the position location is on a customer site and requires a customer security
investigation, HR instructs the candidate to contact the hiring manager to fill out the
security paperwork. The starting employment date will be delayed until five days after
the acceptance of the completed government security clearance application. The hiring
manager forwards the original of the security paperwork to the designated customer
official and provides a copy of the paperwork to HR for the personnel file. When
required, employment is contingent upon a successful clearance investigation and
assignment of a government ID. The hiring supervisor informs HR of the ID number
upon receipt from the customer. The hiring supervisor also informs the designated
customer representative of the new personnel and requests IDs, access badges, a work
site, passwords and other information as noted in the security procedures section of the
HR confirms the actual employment start date with the candidate and the hiring manager
and sends a new hire package to the employment site. The new hire package contains the
Horizon Employee Manual, personnel forms, tax forms, and benefit plan enrollment
forms. The employee should return all completed and signed forms to the hiring
supervisor as quickly as possible. The hiring supervisor should return all completed
forms to the HR department within the lesser of five days from the start date or the last
Friday in the first pay-period of the new employee. This is required in order to issue a
payroll check on the following Friday.
Prior to the start date of the new employee, the hiring supervisor should distribute the
orientation schedule to all participating supervisors and employees. The agenda may
vary depending upon the job position. It is important that everyone involved in the
orientation process schedule the time and be prepared to meet with the new employee.
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