Introduction. It is the policy of Rhodes College to establish and adhere to consistent and standard employment procedures. This guide is a brief summary of the key points central to conducting a successful search. It is a resource for individuals responsible for recruitment, interviewing, selection, and hiring of employees. It is Rhodes′ policy that recruitment for all full and part-time staff positions reflects a commitment to equal employment opportunity, good personnel management practices, and the mission and goals of the College.
This guide is intended to provide general assistance. It is not intended to address all possible scenarios related to recruitment, interviewing, selection, and hiring.
Authorization to Post
Authorization to post is required for all new and budgeted replacement positions prior to beginning a search. The hiring manager should contact the Associate Director of Human Resources upon notification of an opening. The Associate Director works with the hiring manager to review the job description, create the recruitment plan, and review the compensation/hiring range for the position. The appropriate Vice President must secure budget approval and permission to post the position from the President of the College before the position can be announced.
Open full-time and part-time positions must be posted through Human Resources. To advertise open positions, contact the Human Resources Department.
To develop a broad and diverse applicant pool, most vacancies are advertised simultaneously on the campus and outside the College. The Associate Director of Human Resources will work with the hiring department to determine the appropriate scope of the search. Positions may be advertised on the College’s website and other websites, list serves, and local advertising resources as appropriate. Depending upon the position, advertisements may also be placed in regional, national, and/or specific professional publications. It may also be appropriate to expand the search to include professional organizations and networks of special interest that contribute to a diverse candidate pool. Having a diverse faculty and staff is a high priority of the College.
Interviewing and Selection
Rhodes′ recruitment procedures promote the fundamental philosophy of equal opportunity in selecting the most qualified individuals available to assist in meeting the College′s mission. Recruitment and hiring procedures as defined here are to be applied consistently for all staff (non-faculty) positions. A qualified individual is defined as one who meets the minimum education and experience requirements, either through formal education, work or volunteer experience, and possesses the potential for development and success in a position.
For details on the interviewing and selection process, please contact the Associate Director of Human Resources. This process includes screening of applicants, interviews, positive reference checks, successfully completed background screens and physical capacity testing where required.
- Internal Applicants. All regular part-time and full-time positions are posted to enable eligible employees the opportunity to apply for promotion or transfer. A position must be posted for at least five (5) business days from the posting date before it can be filled. Only internal applicants may be considered during this time, and their candidacy must be addressed before pursuing external applicants.
- Interviewing. The hiring manager and the Associate Director of Human Resources will discuss procedures for interviewing qualified applicants. Applicants selected for on campus interviews must meet with the Associate Director of Human Resources. With regard to travel expenses for visiting candidates, the hiring manger and candidate are expected to obtain the most cost effective arrangements when traveling. Please contact the Finance Department for guidelines and reimbursement. If a candidate cancels an interview after travel arrangements are made, the candidate will be responsible for his/her non-refundable travel expenses incurred.
- Employment References. Reference checks should be limited to the top candidate(s) and be conducted only after interviews are completed. References may be checked after confirming permission from the candidate via the employment application, to contact those references. Many employers may require written authorization from candidates before releasing information, or may provide only standard verification of job title and dates employed.
- Background Screens. All employment offers will be contingent upon the completion of a satisfactory background screen. Current employees applying for promotion or transfer may be subject to a background screen and when necessary, a credit check. Applicants must complete a release form to start the screening process. The average time for completion is three to five business days but will vary depending upon individual applicant’s circumstances.
- Employment Offer. The hiring manager in consultation with the Associate Director of Human Resources will identify the most qualified candidate. Starting salaries will be based on the candidate′s qualifications, relevant market data, and internal equity. Employment offers can be made by the Associate Director of Human Resources or by the hiring manager, but no employment commitment, verbal or written, may be made without prior approval from Human Resources.The applicant will have three business days to consider an employment offer.
- Physical Capacity Testing. Post Offer/Pre-Employment test is utilized to create a safer working environment for employees in designated jobs. Recognizing that every job and every employee are different, the tests are utilized to determine whether or not the employee can adequately and safely perform job duties. These tests must be successfully completed before the employee can begin their new position.
- Employment Letter. Upon confirmation of acceptance of employment and selected start date, the Associate Director of Human Resources will send an employment letter to the selected candidate confirming the terms of employment.
- Physical Capacity Employment Testing. Post Offer/Pre-Employment test is utilized to create a safer working environment for employees in designated jobs. Recognizing that every job and every employee are different, the tests are utilized to determine whether or not the employee can adequately and safely perform job duties.
- Closing the search: All unselected applicants will be notified at the close of the search.