Hiring Process - Conditional Offer, Medical Screening, Official Offer, & Onboarding
Following the recruitment and initial department selection processes, departments may begin the hiring process. Typical items addressed during the hiring process may include:
- Post-conditional offer requirements including criminal history checks and medical screening
- Advance Salary & Relocation Incentives
- Probationary Period
Conditional Offer & Official Offer Letter Guidelines
The Human Resources Department has developed guidelines and templates to assist departments with the job offer process. Please refer to the Offer Letter Guidelines for further information and contact your department’s Human Resources Recruitment and Classification Analyst regarding any questions related to the offer letters located in SharePoint.
Post-Conditional Offer Background Checks & Medical Screening
Per County policy, as a condition of employment, finalists for full-time, part-time, and extra help positions are required to successfully pass pre-employment screening requirements established for the position. The requirements are based on the assigned duties and responsibilities of the position.
Screening requirements for each position are summarized in the Sonoma County Job Classification Screening Schedule. Details of a position's specific requirements must be included in the conditional job offer letter. Prior to issuing a conditional offer, HRLs should review the following documents located in SharePoint:
- Pre-Employment Pre-Placement Screening Policy
- Job Classification Screening Schedule
- Job Demands Analysis
- Pre-Employment Medical Appointment Request Form
Onboarding, also known as organizational socialization, is more than the new hire orientation. It is the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members.
Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, reduction in stress, and/or intent to quit.
During the onboarding period:
- Provide realistic expectations of job during the hiring process
- Provide employees with written objectives and responsibilities
- Communicate performance expectations
- Review and introduce employees to staff and department culture
- Conduct one-on-one meetings and provide regular feedback
- Provide necessary training and knowledge
Contact your department’s R&C Analyst regarding any question related to onboarding. Questions regarding the County’s New Employee Orientation (NEO) can be directed to Workforce Development.