Reference checking: Reference checks should be limited to the top candidate(s) and be conducted only after interviews are completed. The top candidate(s) should be notified that they are the finalist(s) and that you are proceeding with reference checks. If references were no submitted with application materials, it is appropriate to inquire at this time.

Reasonable accommodation: Federal law requires employers to make reasonable accommodations for applicants with disabilities applying for a job. For example, individuals with visual or learning disabilities may require assistance in filling out application forms. More detailed information regarding interviewing and hiring of individuals with disabilities, as well as the College’s obligation to make a “reasonable accommodation,” is available through Human Resources or the Office of Institutional Diversity and Equity.

Applicant reporting: The federal government requires that the race and gender composition of all applicant pools be secured and maintained. Applications/resumes are logged into a central database. Information received from candidates is then reported to the Affirmative Action Officer at the end of the search.