Welcome to Hiring
Committee 101
Thank you for your willingness to
help find the next JSCC employee!
Need to Knows
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HR Final Submission Report – After all
is said and done, this is the report the
hiring committee chair will submit to
HR. This folder will contain all the
applicant summaries, interview
question approvals, interview
candidate approvals, etc.
What happens first?
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If you are meeting as a hiring committee, then the
position has been approved for hire.
Each application received will be posted in public
folders under Human Resources for your viewing.
Please review the applications prior to the first
committee meeting. If you can not access a folder,
please contact HR.
Compare the applications to the job description to
help determine who is qualified for the position
The First Meeting
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The committee will review all the applications to determine
who is best suited for the position.
A decision will be made on which candidates to interview for
the position from the “best suited” stack
An email will be sent by the Hiring Committee chair to HR
requesting approval of the candidates to interview and a list
of interview questions.
HR will review this list to ensure it is a diverse group/legal
questions and if they are, HR will approve via e-mail. This email should be printed and placed in the HR Final Submission
Folder.
If the list is not approved, the committee will then add
candidates to interview, edit the questions or start the process
over.
The committee should decide what approach to take during
the interviewing process.
Then What?
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After the committee receives approval for the
questions and interview candidates, the hiring chair
will set up, or designate someone to setup, the
interviews and the interview schedule. *** Note:
Please communicate salary information to the
applicant to ensure they will still be interested in
the job. This information can be obtained from the
HR office.
Once the interviews have been confirmed the
committee will begin working on the applicant
consideration report
If travel arrangements are needed, please contact
your Dean to discuss the policy related to travel. A
confirmation letter to include the interview schedule
should be sent to the applicant.
Interview Approaches
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You may choose to interview the applicant through
the following avenues:
– Phone – Great for initial interviews just to introduce
yourself to the candidate and vice versa. At this point you
have the opportunity to decide whether or not to bring
them for an on campus interview.
– Face to Face interview
– Campus wide interview
– 2nd interview (if you do not use the phone interview
process, you may want to bring the candidate back just to
be sure they are the right person for the job)
Interview Musts
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The candidates must interview with the
following:
– The direct supervisor of the position
– If the direct supervisor of the position is not a
VP, then the candidate should also interview with
a VP
– If a professional/technical position, then the
candidate must interview with the President.
– If a classified position, the candidate must
interview with the Administrative Assistant to the
President.
– If a faculty member, they must also interview
with the President.
Interview Do’s and Don’ts
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Read over the list of Do’s and Don’ts, sign and give
to the Hiring Committee chair to place in the HR
Submission Folder.
Have the candidate complete the background check
and reference check form.
Make sure you ask the same set of questions to
each candidate
– This does not mean you may not ask for clarification or
details to an answer.
– This does not mean you have to ask a question that has
already been answered.
– This does not mean you can not ask for clarification or
more details on information found on the resume,
application or transcript.
After the interview
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The Hiring Committee Chair should conduct, or assign
someone to conduct reference checks on the final applicants.
Once the reference checks have been completed, this
information should be relayed to other members of the hiring
committee.
After you have completed each interview, or you may chose
to do this after all the interviews are complete, do the
following:
– List the strengths and weaknesses of each candidate
– Decide at least 2, preferably 3, candidates to send to the
President for possible selection to the position.
– Optional – you may indicate who you feel is the best
candidate for the position
After the interview, cont
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Submit the list of possible selection candidates,
with their strengths and weaknesses to the
supervisor, who will then decide if they concur.
If the supervisor is not a VP, the supervisor should
give the hiring committee’s list, along with their
own to the VP
The VP should review and decide if they concur.
After all groups have completed their assessment,
the paperwork containing each candidate’s
strengths and weaknesses should be given to the
President to make the final decision.
After the Decision
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Once the President has made his decision, he will
inform human resources.
Human Resources will then inform the Hiring
Committee and Supervisor of the selection.
HR will then proceed to complete the PAF form,
obtain approvals and make a job offer to the
candidate.
If the candidate accepts, the Hiring Chair should
send “no-thanks” letters to the remaining
candidates. The Chair may also call the candidate
and congratulate them.
The Candidate Said No
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If the selected candidate turns down the
job, the hiring committee may do the
following:
– Resubmit the remaining 2 candidates (assuming
you submitted 3 names) through the process,
beginning with the supervisor
– Resubmit the list with a new candidate
– Or begin the search again, starting with readvertising.
They Are Hired!
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Once a candidate accepts, the hiring
committee chair should ensure the HR
Submission folder is complete (use the
checklist) and turn in to HR
The folder must be submitted within 5
days of the candidate’s acceptance.
Thanks for all of your
hard work, time and
effort!! You are greatly
appreciated!