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Application Requirements

Education Accreditation Requirement:  City of Mesquite Human Resources will only accept certificates, degrees or credits earned from a college or university accredited by an official agency recognized by the US Department of Education.  A listing of accredited universities is available at :

NOTE: The City of Mesquite does not accept applications for positions that are not currently open.


After the deadlines all materials submitted by the applicants will be reviewed. Based on the information provided, the most highly qualified candidates will be invited for further examination. Each recruitment's selection process consists of various "tests" designed to assist us in predicting your successful job performance for the specific position being recruited; therefore, each selection process may be different depending on the type of job for which you are applying. The City reserves the right to test an applicant in any manner to determine eligibility. Usually, our testing process will consist of one or more of the following:

• Written Test
• Practical / Performance or Physical Agility Examination
• Assessment Center
• Oral Board Interview

Applicants are responsible for any personal expenses incurred during the selection and hiring process unless otherwise approved by the City Manager.


Personnel will notify you, in writing, of the results of the recruitment. If you are successful in passing the selection process, your name will be placed on an eligibility list for the current position opening.


Employment eligibility lists are established by ranking candidates according to their overall score by examination (written and/or oral). The candidates must be successful in each part of the examination. To fill each vacancy, the hiring department will request names from the employment list, and will make a selection from the list. Depending on the number of candidates who were successful in being placed on the eligibility list, the hiring department which is attempting to fill the vacant position may elect to second interview some or all of the candidates who are on the eligibility list prior to making a final decision to hire. The hiring department head may contact the selected candidate by telephone to determine whether he/she is still willing to accept employment, but the job offer can only be made in writing, and that official written offer of employment shall be made by the Personnel Department. Lists remain in effect for a period to be determined by the Personnel Director.


Reference checks will be conducted by the City to verify employment related information for all potential employees prior to extending a job offer. This is done to ensure that individuals who join the City workforce are well qualified and have a strong potential to be successful in their employment here at the City of Mesquite. The extent of the inquiry will depend on the position being applied for, but will at least include:

Verification/Reference from current and past employers.
• Fingerprint and Department of Justice criminal background check.
• Confirmation of necessary licenses, certificates, and degrees. Please have all necessary documentation ready.

Additional inquiries may be necessary depending on the position for which you are applying.


Some positions require a medical examination must be completed satisfactorily after an offer of employment and before a starting date to ensure that essential functions of a position can be performed; some positions may also require psychological testing.


The City of Mesquite promotes a drug-free workplace. Offers of employment for positions considered safety sensitive will be contingent upon successful completion of a drug screening.


In compliance with the Immigration Reform Act, the City requires all new employees, upon hire, to present original documents that will provide evidence of identity and employment eligibility; i.e. social security card and valid drivers license. United States Citizenship is not required.


Employees serve a probationary period ranging from six months to one year, depending upon the classification of the position. An employee may be terminated without cause and recourse during the probationary period.