The Hiring Process

Recruitment Steps

Once a recruitment closes, the Human Resources and Development Department (HRD) evaluates your application materials. Applicants must possess the minimum qualifications listed for each recruitment to be considered. If you possess the necessary qualifications, a notice will be sent by mail or e-mail informing you of the next step of the recruitment process. Normally, you will receive notice within ten (10) days after the application deadline.

If you do not appear to meet the requirements, you will be notified by mail or e-mail. Normally, this notice is sent within ten (10) days of the final filing date. If you receive this notice but think you meet the requirements and your application should have been accepted, please contact HRD immediately.

Veteran's Preference

The County of Tulare provides preference to military veteran's when under consideration for initial employment. To claim veteran's preference, the applicant must submit their most recent DD214 form to us during the recruitment filing period by uploading the document to you application. You may attach a copy as a PDF. An eligible veteran is one who has served on active duty in the United States armed forces for a period of at least 91 continuous days and who has received an honorable discharge from active duty.

Testing Process

Depending upon the number of qualified applications received, additional steps may include one or more of the following:

Written Exam: May consist of multiple choice, true/false, short answer questions, or essay. The exam may be conducted by traditional paper format or may be delivered on a computer.

Oral Exam: A panel of subject matter experts will ask candidates questions related to the technical and practical aspects of the job. Usually there are three (3) panel members who conduct and rate the exam.

Supplemental Application: An evaluation and ranking of applicants based on the responses to the questions on the Supplemental Application Form.

Practical Exam: Demonstrations may be required in such areas as typing, verbal presentations, operating equipment, or an agility/physical exercise.

Bilingual Exam: Testing for the ability to read, write, and speak a second language may be required for bilingual skills compensation. This exam is conducted using a computer and telephone.

Selection Process

Names of applicants who are successful in the exam process are placed on an Employment List in order of their final scores. These candidates will be notified by mail or e-mail of their score and rank.

Candidates in the top seven (7) ranks are referred to the County Department with the vacancy. If you are in the top seven (7) ranks you will receive a notice with information on who to contact for an interview. You must contact the Department within the time frame noted on your notice.

Each Department schedules and conducts their own hiring interviews. If you are invited to a hiring interview but not selected for the job, the hiring department will notify you of that fact.

If after three (3) referrals you have not been hired, your name will be removed from the employment list. Employment lists are good for a period of six (6) months and may be extended longer. Departments may conduct a practical exam in conjunction with an interview as part of their selection process.

Final Steps

If a Department offers you a job it will be contingent upon passing a reference check and/or background investigation, livescan fingerprint, and a pre-employment drug and alcohol screening. Some job classes may also require a physical exam. When you start the job, per the Immigration Control Reform Act of 1986, you must show authorization to work in the United States. This is usually done on your first day of employment.

Pre-employment Physical: For some classifications, a physical exam will be conducted to ensure the applicant's fitness for duty. This pre-employment process may include a physical ability and/or ergonomic screening.

Drug and Alcohol Screening: Candidates selected will be required to pass a pre-employment drug and alcohol screening. Candidates with positive test results have no right of appeal.

Psychological Exam: Pursuant to California Government Code Section 1031, applicants for law enforcement positions are required to undergo a psychological evaluation and be found free of any emotional and mental condition which might adversely affect the exercise  of the powers of a peace officer. 

Fingerprinting: As part of the pre-employment process the County of Tulare performs a fingerprint check(LiveScan) as part of a criminal history check. All offers of employment are contingent upon criminal history/LiveScan results. Convictions will be assessed by the Human Resources and Development Department for job relatedness in accordance with Personnel Rule 5.3.3 (d) in which "an applicant who has been convicted of a crime relative to the duties of the position may be rejected. Exceptions may be made for mitigating circumstances or that the conviction is not related to the employment in question. 

Public Employee Oath

The California State Constitution requires that all public employees, before performing their duties, take and sign an oath or affirmation to support, defend, and bear true faith and allegiance to the Constitutions of the United States and the State of California. California law also requires that all public employees be declared disaster service workers, and as such, may be assigned disaster service activities during natural, man made, or war-caused emergencies.

Note:  The provisions of a job flyer do not constitute an expressed or implied contract. Any provision or procedure described herein may be modified or revoked at any time without notice.