Selection

When considering the final round of candidates, select candidates who are the best match for the position.

• Evaluate each applicant’s qualifications without regard to race, sex, religion, sexual orientation, national origin, marital status, veteran status, physical handicap, or any other unlawful criteria.
  • See the How to Avoid Illegal Interview Questions Guide for more information
• Base your evaluation on facts—be objective but open-minded.
• Don’t let a single statement made by the candidate influence your objectivity in assessing the applicant’s job suitability.
• After the on-campus interviews, compare a candidate’s qualifications against the job description rather than the other finalists
  • Utilize the Colby HR Interview Evaluation Form-Exempt or Colby HR Interview Evaluation Form-Non-Exempt to standardize the interview committee members’ feedback
• Checking finalists references should be an important part of the decision-making/hiring process
  • Use the Applicant Reference Checking Guide to maximize this effort
• Evaluate the candidate, and justify this evaluation in writing
  • Try not to give first impressions more emphasis than the overall interview
  • Also, don’t let the order effect come into play (sometimes most recent candidates seem like the better candidate because they are fresh in your mind).

Above all, the goal of the hiring manager is to select the best matched candidates to meet current and future needs of the College, to provide a good fit for Colby and the employee, to increase diversity, and to comply with legal requirements.