Employment Process Manual, The Interview Steps
The EA/EO representative must be involved during the interview process.
- The HR employment manager will advise committee members as to the appropriateness of interview questions.
Prior to the interview, the chair will assign questions to each committee member to ask during the interview.
The chair will escort the applicant into the interview, make introductions and commence the interview.
Upon conclusion of all interviews, the committee typically recommends the three strongest applicants and forwards the recommendations to the appropriate administrator.
- However, the committee may forward a recommendation that no applicants be interviewed for hire.
- If fewer than three applicants are recommended as finalists, a written explanation to the hiring manager and the HR employment manager will be required.
Each committee member and the chair should sign a letter stating the recommendation of the committee.
The chair will retain the tally of voting and will advise committee members to retain records on how they voted and notes they have made during the interviews for a minimum of two years.
- Notes must include detailed reasons as to why applicants are or are not selected.
- This is particularly important with regard to veterans.
- Although unlikely, there is a possibility that the College will need to produce a written tally of the voting by each committee member in accordance with the Public Records Act.
- All notes are subject to subpoena.
- The names of recommended applicants are unranked by the committee.
After consultation with the president or vice president, as appropriate, the chair will call applicants selected for a second interview and will follow up with a letter to confirm the time and place of the interview.
The chair will also call and/or write to applicants not selected for a second interview.