Applying for a job with the City doesn’t need to be a mystery! Read more about the steps in the hiring process below, so that you can feel prepared along the way. If you have any recruitment-related questions that are not answered here, please contact Human Resources at jobs@menlopark.gov.
- Sign up for our job openings, so you don’t miss your chance to apply!
Sign up to receive email notifications when we have new job openings by visiting Menlo Park’s subscription page and selecting Job Opportunities.
Create an account on CalOpps and opt-in to CalOpps’ “Subscription List” feature to receive job announcements in your area(s) of interest.
2. Apply for a position through CalOpps
Available jobs are posted on calopps.org/city-of-menlo-park(hyperlink). You must create a CalOpps account to apply. Please note that you must complete all fields in the CalOpps application to submit. Resumes submitted without a complete application will not be considered.
You will need to provide the following information to successfully submit your application:
- Address
- Email address
- Resume*
- Cover letter*
- Driver’s license number*
- Certifications, licenses, and/or transcripts*
*Depending on the position, these items may or may not be required.
3. Supplemental questions
Supplemental questions are asked in many of the City’s recruitments, and are typically related to the duties of the open position. You should answer thoroughly and be as specific as possible to assist the City in evaluating your qualifications.
4. Confirmation email
Candidates should check their email inbox for a submission confirmation after submitting an application. This will verify that you have successfully applied for the position within the application deadline period.
5. Application screening
Application materials are reviewed and evaluated based on the requirements of the position. Applicants are notified in writing of their status as updates become available. Those accepted for further consideration continue in the selection process, which will include one or more of the steps described below.
6. Written exams
Written exams provide an objective basis for determining if the candidates have the necessary skills, ability and knowledge required for the position. The exam content is related to the job opening. Not all positions require written exams. Some positions require a practical exam in which the candidate performs various physical exercises relating to the position.
7. Oral board interviews
Most recruitments include an interview with a panel of three or more raters from within the City and other agencies who are familiar with the job requirements. The interview process will determine the candidate’s ability to perform the work required. Candidates will be asked a standard set of questions regarding their education and work experience and are evaluated on their job-related skills and knowledge.
8. Assessment centers
An assessment center is an all-day event in which the candidates perform various written and oral exercises or presentations to a group of qualified assessors.
9. Eligibility lists
An eligibility list will be established after each recruitment, and will be valid for a period of six months. The list is typically established based on the results of the examination process, but may be based on application review if there are 25 or fewer qualified applications. The hiring department will review the eligibility list to determine which candidates will be invited to the department selection process. Subsequent recruitments for the same job classification cannot be opened until the current list has expired or been exhausted. The eligibility list may be extended up to a maximum of two years.
10. Departmental selection interviews
The top candidates ranked by the oral board panel or assessors will be invited to a final round of interviews with the hiring department. The hiring manager then makes a recommendation to hire the candidate they feel is most suited to the current opening.
11. Conditional offer of employment
Once the department identifies its top candidate, Human Resources will provide a conditional offer contingent on passing a background check and (if required for the position) medical examination. The candidate may be provided a deadline by which to accept or deny the conditional offer of employment.
a. Background checks
Prior to receiving a final offer of employment, all candidates will be required to pass a background check and/or fingerprint check provided by the City at no cost to the applicant.
b. Medical exam (for required positions)
Prior to receiving a final offer of employment, candidates are required to attend a pre-employment physical examination provided by the City at no cost to the applicant.
12. Final offer of employment
Once the candidate has cleared their background check and (if required for the position) medical exam, the hiring manager will coordinate a start date and time with the candidate. Human Resources will then provide a final offer of employment to the candidate.
13. Probationary period
A probationary period is used to evaluate the employee’s work performance and conduct to ensure that it meets the job requirements. An employee may be released from employment for any reason during the probationary period. The probationary period is typically six to 12 months, depending upon the position and can be extended if necessary. Regular evaluations are made during this time period.