Recruitment/Application/Hiring Policy

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Policy Number
2.4
Signature
Board of Trustees
Date Approved
Effective Date
Responsible Division
Human Resources
Citation
NA
Reviewed

Carteret Community College is an equal employment opportunity employer that does not discriminate based on race, color, religion, national origin, sex (including pregnancy discrimination), age, gender, marital status, political affiliation, genetic information or disability; except where age, sex or physical requirements constitute bona fide occupational qualifications. It is the policy of Carteret Community College to identify and hire the most qualified and professional employees available to meet the institution’s needs. Procedures for filling all vacant permanent positions shall be established consistent with applicable laws and in conformity with the College’s Equal Employment Opportunity Policy to ensure fair and equitable treatment of applicants. As appropriate, the College will seek to afford advancement opportunities for current staff by establishing additional procedures for internal transfers and promotions.

The President shall have the authority to appoint such subordinate offices, agents, and employees as deemed necessary to carry out the purpose of the College.

The President, with input from appropriate members of the administrative staff, shall establish reasonable minimum standards as to character, qualifications, training, competence, and physical abilities necessary for satisfactory job performance. These standards will be developed in consideration of required standards such as those appropriate to Equal Employment Opportunity Policies and Laws; the Southern Association of Colleges and Schools Commission on Colleges and other applicable agency, local, state, and federal standards, regulations, and laws.

Procedure

RECRUITING STEPS FOR PERMANENT FULL-TIME VACANCIES (revised July 2025)

  1. The position supervisor will route the Position Request Form for signatures, together with a copy of the most current  job description for the position to be advertised.  Once complete, send the signed form to HR with the following additional information:
    1. How long do you want to post the job and will it be internal only?
    2. Are there any specialty sites or resources for sharing the hiring announcement?
  2. The position supervisor will serve as the Chair for the Interview Committee and is responsible for selecting members within these guidelines:
    1. The Interview Committee will be composed of three to five employees. Larger committees may be possible as needed for positions that serve a larger group of constituents.
    2. The Committee will consist of a broad-based representation of the campus and community employees who collaborate with the person holding the position, and expertise related to the position's required skills, which may include a subject matter expert from the local community external to the College
    3. The Committee Chair will recommend the members of the committee to be approved by the appropriate Vice President and the Senior Director of Human Resources.
    4. Once the committee member list is approved, the Chair will contact the member's supervisors to ensure their service will not present a conflict with other duties. Once the member's supervisor agrees, then the Chair will contact each member to invite them to serve. the Chair will confirm the committee list to HR.
  3. The Chair will draft a list of interview questions to be reviewed with the Committee and the HR representative. To assist in this process, HR will provide a list of last used interview questions for the position to the Chair
  4. HR, together with the Chair, will screen applicants and eliminate any who do not meet minimum qualifications. Committee members will then be given access to remaining applicants for review.
  5. The Chair will schedule an appointment with the interview committee & HR rep. At that  time:
    1. Committee members will have reviewed applicants in advance of the meeting and will come to  the meeting prepared to offer their list of their top 5 candidates (in no particular order). The combined lists from each committee member will be used to determine which candidates will be selected for interviews.
    2. If the open position is a faculty position, the Chair will review an unofficial transcript to confirm that the applicant can be credentialed in the desired discipline, if hired.
    3. Committee members will provide input for the interview questions.
    4. The Chair will provide a final list of interview questions to the appropriate VP and HR for approval.
  6. HR will schedule interviews, reserve an interview room, and send calendar appointments to the interview committee. It is imperative that each interview committee member keeps their Outlook calendar updated for  efficiency in scheduling the interviews!
  7. Committee Interviews.
    1. Committee members select up to 3 candidates that they recommend to present to the president for review and possible 2nd interview.
    2. The Committee Chair will consider the committee's recommendations in consultation with the HR representative to determine which candidates are moved forward for a second interview with the president.
    3. HR will arrange for the scheduling of the second interview with the president.
  8. The Committee Chair completes reference checks and forwards to HR for inclusion in the recruiting packet. The recruiting packet includes the following:
    1. All application documents (resume, application, cover letters, etc.) for each candidate put forward.
    2. Salary worksheet for each candidate put forward.
    3. Any other information deemed relevant to the hiring decision.
  9. Once the recruiting package (folder) is ready, HR will deliver it to the president head of the second interview.
  10. Job offer
    1. The president or their designee will extend a job offer to the applicant.
    2. The president or their designee will advise HR of the job offer terms, including salary, the proposed start date, and any other applicable conditions.
    3. HR will prepare a job offer letter for the president’s signature.
  11. Hired
    1. HR will email new hire forms to the applicant.
    2. HR will input new hire in Colleague upon receipt of new hire forms.
    3. HR will request email and login credentials from IT (cc hiring manager, supervisor.)
    4. The position manager/supervisor will ready space, computer, phone and other resource needs for the new hire.
    5. HR will provide Supervisor New Hire Orientation checklist to supervisor.
    6. HR will set an appointment with New Hire to meet in HR on their first day to complete I9  and HR/Benefit orientation (approximately 90 minutes).
    7. Supervisor conducts New Hire Orientation for their department (checklist)
    8. If the new hire is a faculty position, official transcripts and other documents relevant to the credentialing process are required within 30 days of hire date.