Screening and Evaluating Job Seekers and Applicants
Where a Search and Screen Committee is used, each member of the committee will have the opportunity to review applications. The Hiring Official may also choose to review applications as well. The department recruiting for a vacant position is not required to contact any individual who provides an incomplete application and allow extended time for them to resubmit the missing information. The committee procedures for evaluating candidates shall be designed to ensure there is no adverse impact based on sex, sexual orientation, race, religion, marital status, national origin, veteran's status, age, disability, ethnicity or membership in any other protected group as a result of using the procedure. The only judgments to be made by the committee shall clearly be job related. The committee shall identify qualified applicants based upon the position description.
It is recommended for the Hiring Official, immediate supervisor or committee members to conduct reference checks of prior employment (excluding the current employer, unless provided by an applicant) before inviting candidates to interview on campus. These may be done via telephone or by other appropriate means. Reference checks of the current employer for the selected candidate may be conducted prior to finalizing the offer of employment with the concurrence of the candidate. The results of employment process, and official file for each applicant, shall be forwarded to Academic Affairs for all Faculty positions and Human Resources for all other positions at the conclusion of the search process.
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