VCOM Faculty Handbook

the process and try to determine if the candidate maintains an interest in the position.

Candidate Selection Those involved in the interview and selection process are expected to assist in making the best recruitment decisions for VCOM. Following the interviews, the Associate Dean will schedule a meeting of the Search Committee to discuss and rank the respective candidates and make a recommendation to the Campus Dean and the Provost. The Search Committee should, whenever possible, determine whether a second or third ranked individual who meets the requirements for the position should be offered a position in the event the top ranked individual declines an offer. The Campus Dean and the Provost retains the right to make the final decision regarding the selection of candidates. If there are no applicants that the Search Committee finds qualified or appropriate for the mission and vision of the position, regardless of rank from the interview process, the position will remain open. References, Social Media, and Background Checks All applicants, at the time of interview, shall be informed that VCOM will check references, social media, and perform a criminal background search on the recommended candidate. References and background check results are confidential to Human Resources, Associate Dean, 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 o 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. • Conduct a criminal background check o Candidates must sign the approval form for the background check at the time of interview. Should a candidate refuse to participate in the background screening, they will be removed as a candidate for the position. • Contact references o 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) and Faculty Recruitment Reference Check Form (See Appendix C). The responses to the reference check questions will be retained with the candidate’s recruitment record. Additional references may be sought by the Associate Dean and/or Campus Dean.

Human Resources will provide the Associate Dean and Campus Dean with the results.

Offer Extension Upon approval by the Campus Dean, the President, and Provost, the Associate Dean will contact the selected candidate to offer the position.

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