When a position becomes vacant or a new position is allocated, there is a review or development of the position description.  The position description (pd) provides a summary of the position, level of supervision, authority within the organization, essential function of the position, and the knowledge, skills and abilities (KSA’s) for the classification.

The required and preferred qualifications for each position align with the classification of the position.

• Required qualifications: required education level and discipline, experience, certifications, licensure or credentials that an individual must have to perform the functions of the position.
• Preferred qualifications:  additional education, experience, certification,  or licensure that are not required to perform the function of the position, but would be beneficial for the position.

The position description is the building block of the recruitment process, as the advertising text and selection criteria are built from it.

1. Positions are posted at the local, regional or national level depending upon position type.  Faculty and management position are available for  applications for a minimum of 30 days and will have a national advertising presence.  Classified staff positions will be advertised for a minimum of 14 days with local advertising venues with regional being an option.
2. Human Resources screens all candidates for minimum qualifications.
3. Depending upon the classification, either a Screening  Committee or a Panel process are used to screen applicants. The screening committee and panel, review application materials. Human Resources provides with an overview of protocol for application review.
4. Applicant pools are reviewed and approved, by Human Resources, before onsite/zoom interviews are scheduled.
5. Candidates are interviewed using approved interview questions. Before interviewing of candidates, Human Resources provides with an overview of protocol for interview process.
6. The strengths and weaknesses of each candidate in a non-ranked order, are made to the hiring authority by either Screen Committee chair/Hiring Authority or the Panel Hiring Manger.
7. References are checked.
8. Offer of employment is made
9. Individuals no longer being considered are contacted

The Screening Committee process is used for the recruitment of faculty and management positions.

A screening committee is primarily focused on reviewing applications and screening candidates, based on approved criteria. 

Discipline related employee (subject matter experts) comprise the screening committee, depending upon availability along with various positions around the college. Human Resources works with the Hiring Manager on the composition of the screening committee.

The Panel process is used for the recruitment of classified and confidential staff, and is an option for the recruitment of manager level positions.

Panels will focus on  interviewing, evaluating candidate responses, and providing feedback to the hiring manager. Composition of the panel consists of employees from across the college.