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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18. Use of Outlook Calendar is encouraged to prevent scheduling conflicts. Allow appropriate time per interview.

19. During the Interview:

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Provide water to each candidate.

 Begin the interview by having the committee members introduce themselves and their roles at the agency.  Provide a brief introduction to the position and to the MCCB.  Distribute the LABORCHEX - Investigating Authorization (Release) to each candidate for completion  Committee members will ask pre-scripted interview questions, tailored specifically to the position. Make sure the same process is followed for all candidates interviewed.

20. During the interview, avoid questions that are discriminatory. Areas to avoid and are not acceptable for questioning are listed below:

a. Race – the race of an applicant will not be considered nor will the race of the applicant be a subject for discussion. b. Sex – the sex of an applicant will not be considered nor will the sex of the applicant be a subject for discussion. c. Marital Status – an applicant should never be questioned as to his or her marital status or marital plans. d. Political Views – questions or discussions regarding party affiliation are not allowed. e. Religious Views – questions or discussions regarding religious views or affiliation are not allowed. f. Sexual Orientation – applicants should never be asked questions regarding their sexual orientation and discussion regarding sexual orientation is not appropriate. g. Disabilities – questions regarding disabilities are illegal, even if the applicant brings the disability up. The only pertinent question that applicants can be asked is whether there are any reasons why they may not be able to perform the position in question. h. Age – questions regarding the age of an applicant are not allowed. Committees must be careful not to use the rationale of “over qualified” to eliminate applicants. The courts have held that the elimination of candidates because of their “over qualification” can be construed as age discrimination. i. National Origin – questions regarding the national origin of an applicant cannot be asked. All applicants can be asked if they are legally able to work in the United States. j. Pregnancy, Children and Child Care – questions concerning the presence, number or plans for children are not allowed. You may ask all applicants if there are any circumstances in their personal life which may cause attendance problems. k. Arrest and Conviction Records – questions regarding arrest and conviction records are allowed only if the college can provide compelling reason why this knowledge is required. Please contact Human Resources Office if you feel that the position in question is of the nature to require arrest and conviction information. l. Personal Appearance Guidelines – there is no Federal Law against requiring that your employees have a neat and orderly appearance. The courts have held that arbitrary dress and grooming standards can have the effect of discriminating against certain races and genders, so avoid any criterion which singles out one race or sex. 21. Immediately after the interviews, the Chair will forward the signed and completed Investigating Authorization (Release) by each candidate to the Personnel Manager to initiate the education (only) portion of the background check for each candidate selected by the committee for a second interview or recommended to hire. 22. Following the applicant interviews and within 48 hours of the last interview, each Committee Member should rank the candidates who were interviewed individually. The Committee may discuss each candidate’s strengths and weaknesses, as they relate to the interview questions. Each Committee Member will submit to the Chair of the Interview/Selection Committee a total score for each candidate on the Interview Rating Form (Attachment VI), based upon the interview questions and related discussion.