Selection Committee Responsibilities & Duties
FORM A SELECTION COMMITTEE
The Selection Committee is composed of three to five members whose primary purpose is to aid in the selection of new employees. Committee members review credentials and interview applicants to aid in determining which candidate most closely fulfills the position requirements.
Criteria for Committee Members
· Members should be professional and objective in judgment. They should be able to understand the role of the position in relation to the total organization.
· Members should be capable and efficient in the review process as well as available to attend all interview meetings.
· Members should not serve on committees that create a potential conflict of interest.
· All committees should be representative of our diverse population.
ACCEPT AND REVIEW ALL APPLICATIONS
The committee will select those considered to be among the most qualified applicants to interview. Keep separate notes as to why or why not an applicant was selected to be interviewed. Do not write your comments on the resume.
You do not have to interview all applicants. Select the most qualified applicants to interview. If no candidates meet the minimum qualifications as posted on the job description and announcement, see the HR office about re-opening the position to application and contacting the initial applicants.
You must refer to the list of applicants in the ATS program and reasons must be assigned as to why candidates were not selected for an interview, or, if interviewed, why they were not selected for the position. This information should also be reported to the HR office so that applicants not granted interviews may be contacted in a timely fashion.
Current CSI employees that applied but will not be interviewed should be contacted in person by the hiring department at this point and kindly thanked for their interest in the position and in working for the department. The best way to do this would be to specify that the applicants selected for interview are considered by the selection team as the best fit for the current opening.
SCHEDULE INTERVIEWS
The hiring department will schedule interviews with the listed applicants. Candidates from out of town may be interviewed first by telephone. On-site interviews will follow with the hiring authority making arrangements with the assistance of the HR office as needed. Reimbursement for the costs for travel and lodging vary from year to year. Please check with your administrator or HR office.
The applicants will be told the expected length of the interview, the number of committee members that will interview the applicants, the location where the interview will be conducted, and other special instructions, e.g., teaching example or additional materials that must be presented.
INTERVIEW APPLICANTS
The primary goal for interview is to find out as much as possible about each applicant, based on a consistent set of job related criteria.
Review resumes prior to the interview. Make notes on any areas that need clarification.
Based on the job responsibilities defined in the job description, develop relevant questions for the interview. Draft a document listing each question, with space in between to take notes.
Creating a rating system may help make a fair decision.
For example:
· (0 point) Does not meet the minimum requirement
· (1 point) Meets the minimum requirement
· (2 points) Exceeds minimum requirement
· (3 points) Excellent credentials
Work samples may be requested from a candidate as long as they are closely related to the kind of work that will be required on the job. The candidate should be asked to bring these samples with him/her when the appointment for the interview is made. If work samples are requested from one candidate, they must be requested from all.
All interviewees for faculty positions will be required to give a 10-15 minute teaching presentation during the interview.
The committee will share a copy of the complete job description with candidates during the interview process to confirm the willingness and ability of each individual to perform the essential duties and functions of the position.
CHECK REFERENCES
Prior to a recommendation being made, three professional reference checks must be completed. (If a candidate has been employed one year at the College and has applied for a job in another department or for a full-time job, reference checking is not required.)
Professional references should be individuals (preferably supervisors/prior supervisors) outside of the College. Signed applications allow the committee to contact “each reference, former employer, educational institution or any other organization(s) to provide, as required, all information that may be sought in connection with” the application.
MAKE THE OFFER
If the position is a full-time staff, faculty or administrative position, the Committee or hiring authority will prepare a memo listing the top three interviewed candidates and their strengths and weaknesses. All three recommendations will be accompanied by supporting materials; e.g., application materials, transcripts, reference checks, etc.
The executive vice-president or appropriate vice-president and the president will review the memo and the credentials of the selected candidates. The president will recommend the successful applicant along with a final salary based on the qualifications and experience of the applicant. Job offers will not be made until approval is received.
The hiring authority contacts the approved applicant to make an offer. When an offer is made, the applicant will be told of any required documents, including official transcripts of all course work, which must be submitted prior to the beginning of employment.
CONTACT REMAINING APPLICANTS
You must next contact all other interviewed applicants in person or by telephone. Specifics are not necessary. Again, let them know that you selected the candidate considered to be the best fit for the current opening.
CONTRACTS
Most regular full-time faculty and staff at CSI receive an annual contract. All contracted personnel will receive a contract by mail on or before May 15. Employees hired after April 1 will not receive a contract until the following contract year. Employees who are funded by grants/ soft money will not be issued an employment contract. The contract outlines the title and position to which the individual staff member is appointed and gives the salary and the term of the appointment.
COMPLETE NEW HIRE FORMS
The candidate will now be asked to complete a new hire packet by the Department Chair/Hiring Authority. All candidates must be able to provide documents showing their eligibility to work in the United States as well as Social Security card for payroll purposes. Copies of the application material of the successful candidate will be kept in the employee’s personnel file in the HR office.
ADD THE NEW HIRE TO PAYROLL
Completed new hire packets, with appropriate approvals, are forwarded to HR before the new employee begins work. Instructional Department Chairs forward completed hire packet to the Office of Instruction who will then approve and forward to HR.
All newly hired employees are directed to contact HR to arrange for completion of additional new hire processing, such as: insurance, benefits. You are also responsible for a portion of the new hire's orientation process.