Human Resources

Prior to review of the applications, the search committee will develop detailed selection criteria. The materials must include screening instruments and interview questions. For examples of screening instruments see Chapter 9, Exhibit 3 and 4. For guidelines on developing interview questions and conducting the interview, see Chapter 6. The search committee must also determine the number of candidates to be forwarded to the first interview and the number of unranked finalists to be forwarded after the first interview. The Human Resources Director is available for assistance in the development of materials and screening criteria.

The purpose of this screening is to arrange applicants in relative order of quality. Search Committee members are to reference only application documents submitted to determine points awarded, and are not to allow personal knowledge of the applicant to affect points given.

**If a committee member does not believe an objective evaluation can be done on a known applicant or has a conflict of interest, the committee member will withdraw from the search committee.

Reductions of candidates to the desired number will be accomplished through assessment of measurable criteria, in the following priority order.

1. Measurable preferred qualifications, as listed on the position description.
2. Depth and Breadth of relevant experience, education, knowledge, skills and/or abilities as reflected in the application materials.

The committee must review and rate applications consistently. If, for example, one applicant is asked to provide additional documentation for further consideration in the screening process, all applicants must be extended the same opportunity.

During the screening process, the search committee may conduct a telephone interview with all the candidates or to invite them to give a presentation. These screening options are subject to the same process as all other screening processes.

• Human resources will contact and schedule all candidates.
• Search committee will develop screening tool and interview questions prior to reviewing applications.

At the conclusion of this stage, the search committee chair is to schedule a meeting with the Human Resources Director or representative to review the documentation and obtain approval of materials submitted. Documents should identify candidates to be interviewed and include: completed screening sheets for each applicant, spreadsheet format of points for all applicants, and any other information to further explain which applicants have been advanced to the first interview.

After completion of this stage, the Search Committee Chair will forward as soon as possible, the names of candidates selected for the first interview to the Human Resources Director and the Vice President of the area or the President. The Vice President or President may seek to have additional candidates from the pool included in the first round interviews.

The Human Resources Director will determine whether candidates selected to be interviewed meet affirmative action efforts. If qualified protected class members from goals are not included or under represented in the interview pool, the Human Resources Director will inform the President and Search Committee Chair in writing within three working days. It is the decision of the President to require the committee to re-review resumes submitted by protected class members in order to identify those who met minimum requirements and were not included in the first interview. The President will notify the Search Committee Chair in writing, if additional candidates are required to be interviewed, copying the Human Resources Director.