Hiring Process

LC State's hiring process provides step-by-step guidance for hiring managers and search committees from position approval through new employee onboarding.

Select the process that applies to your position.

Faculty

Faculty Hiring Process

Step 1: Obtain Approval and Prepare for Recruitment

Before beginning the search:

Responsible Parties: Hiring Manager and Chair/Dean/VPAA/President

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Step 2: Prepare the Search Committee

After the ERP has been approved:

  • Human Resource Services (HRS) will provide ApplicantPro access to all Search Committee members.  If you do not already have an ApplicantPro account, you will receive an email with instructions to create one.
    Once your account has been created, please notify HRS so your access can be assigned and applications can be made available for review.
  • Search Committee members will receive annual Vector search committee training.
  • HRS will automatically advertise the position.
  • An HRS representative will attend the first Search Committee meeting to review lawful hiring practices.

Responsible Parties: Human Resource Services

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Step 3: Review Applications and Select Candidates

The Search Committee will begin reviewing applications once they are available.

  • Search Committee members will have access to all applications.
  • Applicants missing required unofficial transcripts will be marked "Transcripts not provided."
  • Candidates will not move forward until required unofficial transcripts have been received.
  • HRS will update applicant statuses as unofficial transcripts are received.
  • Develop a set of position-specific interview questions. These must be approved by HRS before moving forward.
  • Select the top applicants, preferably three to five, for initial screening interviews.
  • The Hiring Manager will complete the Hiring Manager Attestation Form and discuss recommended applicants with the Search Chair.
  • The Search Chair will maintain applicant statuses in ApplicantPro throughout the search process.  ApplicantPro will be configured to automatically notify applicants with the status of "Not Selected" and who are no longer considered for the position.

Responsible Parties: Search Committee, Search Chair, Hiring Manager, and HRS

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Step 4: Conduct Screening Interviews

  • Conduct initial screening interviews using virtual methods, if applicable.
  • Before beginning the interview, confirm that the candidate is aware of and remains interested in the listed salary range. ???
  • Conduct reference checks and inform applicants before doing so.

Responsible Parties: Search Committee and Search Chair

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Step 5: Obtain Approval for Campus Interviews

Before inviting candidates to campus:

  • Following the screening interviews, the Search Chair will provide the Hiring Manager with the strengths and weaknesses of each applicant and request approval for on-campus interviews.  Request goes to the Division Chair Þ Dean Þ Provost/VPAA Þ President.
  • Up to three candidates may be invited for on-campus interviews.
  • International travel requires Presidential approval.

If travel expenses are required, follow the Recruitment Expense Process.

Responsible Parties: Search Chair and Hiring Manager

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Step 6: Coordinate and Conduct Campus Interviews

  • Schedule interviews, benefit overview with HRS, and coordinate campus visits by contacting Administrative Coordinators.
  • The President meets with Faculty candidates.
  • Use the MER Form for meal expenses, when applicable.
  • Gather feedback from interview participants.
  • Provide the Hiring Manager with interview feedback, including strengths and weaknesses related to the job duties.

Responsible Parties: Search Committee or Designee

Resource

  • Sample Faculty Candidate Interview Itinerary

Step 7: Submit a Hiring Recommendation

The Hiring Manager will submit a recommendation to Division Chair Þ Dean Þ Provost/VPAA Þ President. The recommendation must include:

  • Candidate's cover letter
  • Candidate's resume
  • Candidate's unofficial transcripts
  • Search Committee assessment, including:
    • Key strengths
    • Any weaknesses or concerns identified during the interview
  • Salary recommendation, including the salary range
  • Any additional information that supports the recommendation

The VPAA and President will make the final hiring decision in coordination with the Hiring Manager.

Responsible Parties: Hiring Manager, VPAA, and President

Step 8: Make the Offer and Complete the Background Check

  • The verbal job offer must be contingent upon a successful background check.
  • The Hiring Manager will contact HRS to initiate a criminal background check.
  • HRS will email the required forms to the candidate through ApplicantPro.
  • HRS will notify the Hiring Manager of the background check results.
  • Following a successful background check, the offer will be finalized and made official.
  • Confirm acceptance in writing with an offer letter.

Responsible Parties: Hiring Manager, HRS, VPAA, President, or Designee

Step 9: Close the Search

Once a candidate has been selected:

  • The Search Chair will notify candidates who were interviewed and not selected.
  • Update ApplicantPro statuses as appropriate.
  • Complete and submit the Report of Hire to HRS.
  • Notify HRS of the remaining non-selected applicants who were not interviewed so final notifications can be sent through ApplicantPro.
  • Collect all search materials and return them to HRS.

Responsible Parties: Search Chair, Hiring Manager, and HRS

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Step 10: Complete New Employee Onboarding

After the candidate has accepted the position, complete the New Employee Onboarding Process for hiring a Benefit-Eligible Employee. 

Responsible Party: Hiring Manager or Designee

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Professional & Classified Staff

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