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Screening Applications 

  1. Engage Multiple Screeners:
    • Have at least two people independently review applications to reduce individual bias and ensure consistency.
  2. Use Pre-Determined Criteria:
    • Base evaluations on the selection criteria outlined in the job posting.
    • Consider diverse qualifications, including non-traditional pathways such as lived experience or volunteer work.
    • Do not overlook applicants who have gaps in their employment history due to reasons such as caregiving responsibilities or medical leave.
  3. Standardize the Process:
    • Spend an ample amount of time reviewing each application (eg. twenty minutes per application).
    • Use a scoring rubric or evaluation matrix to objectively compare candidates. For guidance, refer to this template.
    • Screeners should document their evaluations and decisions for transparency and compliance.
  4. Select Candidates for Interview:
    • Interview all candidates who meet the selection criteria. If you have more candidates who meet the criteria than you can feasibly interview, base decisions on the scoring rubric.
  5. Build Trust Through Transparent Communication
    • Inform candidates promptly of delays in processing applications.
    • Provide follow-up feedback to all applicants, not just those who advance to the next stage. Ensure feedback is specific and constructive.

License

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Equitable Faculty Hiring at Vancouver Community College Copyright © 2025 by Shantel Ivits is licensed under a Creative Commons Attribution 4.0 International License, except where otherwise noted.

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