VCOM Institutional Policy and Procedure Manual

VCOM Policy and Procedure

Policy #U024

If there are no applicants that the officer/supervisor and interviewers find qualified or appropriate for the mission and vision of the position, regardless of rank from the interview process, the position will remain open. The officer/supervisor (with input from the Campus Dean, officer, and President if background check or references warrant) will offer the position to the top applicant or move to the second or third ranked applicant. 8. REFERENCES , SOCIAL MEDIA , AND BACKGROUND CHECKS All applicants, at the time of interview, shall be informed that VCOM will check references and perform a criminal background search on the recommended candidate. References and background check results are confidential to Human Resources, hiring officer/supervisor, and Campus Dean and may impact the selection process. At the conclusion of selecting a candidate, and prior to offering employment to that applicant, Human Resources shall complete a social media review and provide the officer/supervisor with the results. This search includes Facebook, Google or other social media outlets. VCOM reserves the right to consider how applicants present themselves via online media networks. This information can be used to determine whether the applicant has appropriate characteristics (ethical and professional) to be a successful VCOM employee. This information may also be used to determine whether the candidate represents a threat to other faculty, staff, or students. The next step in the process is to conduct a criminal background check and contact references. Applicants must sign the approval form for the background check at the time of interview. Following the interview process, the Director for Human Resources will check a minimum of three references for candidates to provide verification of the candidates’ employment, work habits, and interpersonal skills utilizing the Reference Check Guidelines (See Appendix B). The responses to the reference check questions will be retained with the candidate’s recruitment record. Additional references may be sought by the officer/supervisor and/or Campus Dean. 9. OFFER EXTENSION Upon approval by the Campus Dean and the President and Provost, the hiring officer/supervisor will contact the selected candidate to offer the position. If the candidate is still interested in the position upon receiving a verbal offer, the hiring officer/supervisor will inform the candidate that a formal offer letter will be developed for the candidate’s consideration. The offer letter shall be developed by Human Resources and sent to the candidate. The formal offer will include the anticipated start date, salary, and any other relevant information. The candidate will be required to accept the position, in writing, within two weeks of receiving the offer so not to lose additional applicants. 10. ACCEPTANCE OF OFFER Upon acceptance of the offer, the hiring officer/supervisor will notify the Director for Human Resources of the of the anticipated start date and other relevant information.

VCOM Policy on Administrative Staff, Classified Staff, and Select Wage Employees Recruitment

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