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
Code Number
: 2.10
Page:
2 of 11
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:
x
Interview Location
x
Interview Date/Time
x
That the interview will be a committee interview process
x
Presentation topic (if applicable)
x
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.