MCCB POLICIES

MISSISSIPPI COMMUNITY COLLEGE BOARD POLICIES AND PROCEDURES MANUAL

Section 2: Staff Employment

Title: Interview Selection Committee

Initial Date of Adoption: June 20, 2014

Reference:

Revision Date: May 20, 2016; November 17, 2017

Code Number : 2.10

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9. During the application process, the Personnel Manager will complete a spreadsheet to track application materials as they are received ( Applicant Checklist - Attachment V). The Applicant Checklist provides a listing of the applicants with columns to check that indicate items received in the packet, such as application, resume, letters of recommendation, and transcripts, etc. Following the application review deadline as stated in the Position Vacancy Announcement, the Personnel Manager will forward the Applicant Checklist , along with the applicant packets to the committee Chair. The applicant packets include the cover letter, MCCB application, resume, transcripts, and letters of reference.

10. As applications are received, the Personnel Manager will acknowledge to the applicant their receipt via email with a standard form letter.

11. After receipt of the Applicant Checklist and the applicant packets from the Personnel Manager, the Chair will distribute the packets to the Interview/Selection Committee Members for screening.

12. The Chair will create an Application Materials Checklist for the mandatory and desirable qualifications listed on the Position Vacancy Notice and Job Description. The Chair should provide each member of the Interview/Selection Committee a copy of this Application Materials Checklist. (A sample Application Materials Checklist is provided in Attachment II.) 13. The Interview/Selection Committee will meet to discuss the application packets. By written vote, this Committee will rank and select the qualified applicants to recommend to the Executive Director for interviews using application materials requirements, minimum qualifications, and desired qualifications. The top ranking (preferably 3-5) candidates will be recommended for an interview. The Chair will send an email to the Personnel Manager listing those applicants who do not meet the requirements and those who will not be interviewed, subject to the approval of the Executive Director. Non-interviewed applicants will be contacted immediately by email and notified that their application has been reviewed and they will not be interviewed. The same correspondence shall be mailed to non-interviewed applicants. Applicants that are interviewed by the Interview/Selection Committee, but not selected will be notified at the end of the process by the Personnel Manager. 14. Prior to scheduling interviews, the Chair will create a questionnaire to be asked of each interviewed applicant. The questions should focus on the requirements and expectations of the job and should be structured in a manner that will elicit responses that provide insight as to the candidate’s experience, competencies, integrity, and job fit (e.g., no yes or no questions). This process will ensure that each applicant is afforded the same opportunity to offer their views and comments. Follow-up and spur-of-the-moment questions are desirable and encouraged. If an applicant brings up a subject that interests you, ask about it. A presentation may be required depending on the position. 15. The Committee’s next responsibility is to set an interview date for the applicants that meet mandatory requirements and are selected for an interview. Particular attention should be given to allowing out-of-town applicants adequate notice to attend the interview. It is discriminatory practice to schedule interviews in such a short time frame as to eliminate out- of-town or out-of-state applicants. Ordinarily, it is not desirable to schedule interviews with less than a one-week notice to the applicants.

16. The Committee Chair (or his/her assistant) will call each candidate to schedule interviews and inform them of the following items:

 

Interview Location Interview Date/Time

 That the interview will be a committee interview process  Presentation topic (if applicable)  Inform them of the background check requirement (refer them to the MCCB website to ensure they are aware of it).

17. Once interviews have been scheduled, the Committee Chair will follow-up with an email to each candidate confirming in writing the items specified above.