Recruitment and Selection

To establish policies and processes for recruiting and hiring qualified individuals while ensuring a fair process that complies with all employment laws.

POLICY AND PROCEDURE:

ICOM is committed to employing the best qualified candidates while engaging in recruitment and selection practices that comply with all applicable employment laws.

Employee Recruitment Process

The steps in the recruitment process include:

• Position Requisition. A Position Requisition is to be completed prior to a position being posted. The hiring supervisor notifies the Office of Human Resources of their intent to hire. HR will send the form electronically and will secure appropriate signatures prior to posting. Position Requisitions must be signed by the Dean for academic positions and by the President for non-academic positions.
• Job Posting. HR will create a job posting for requested vacancies and make such postings available to the public via ICOM’s Applicant Tracking software, currently Workable. Additional advertising locations may be necessary for positions that prove difficult to fill.
• Interviews. HR works with the hiring manager and/or search committee on preferred processes for screening candidate applications, though HR typically conducts the initial phone screen. The interview process may include phone interviews, virtual interviews and/or on-campus interviews. Faculty positions require a teaching presentation.
• Candidate Evaluation. Hiring managers solicit feedback from interviewers following candidate interviews. Feedback may be submitted via ICOM’s applicant tracking system, email, meeting, or via a form created to solicit feedback.

Employee Selection Process

The steps in the selection process include:

• Candidate Selection. The hiring manager or search committee will select the best qualified candidate based on available information. Criteria used to form the selection decision will comply with all applicable laws.
• References and Background Check. At least three professional references are needed for finalist candidates, typically conducted by HR or the hiring manager. Letters of recommendation may be used in place of references for faculty positions. Finalist candidates must complete a background check, to be conducted by an outside agency. Should a background check produce a negative result, the candidate will be notified and asked for a more detailed explanation of the result.
• Credentialing and Appointment. For faculty positions, HR will confirm appropriate credentials for clinical faculty, to include a review of medical license(s) and board certification and will obtain transcripts of terminal degrees for Biomedical faculty. Once the appropriate information is obtained, HR routes a request for Appointment and Contract that goes to the Academic Appointments and Promotions Committee to establish academic rank and requires the Dean’s approval to extend a job offer and contract.
• Job Offer, Letter of Intent, Employment Agreement. HR or the hiring manager may extend an offer of employment upon completion of the above steps. In certain circumstances, an offer may extended early, but such offers must be contingent upon the completion of positive references, a clean background check, and positive credentialing results. A job offer is followed by a letter of intent outlining the terms of the offer, candidates are asked to acknowledge acceptance of the terms. In addition to, or in lieu of, a letter of intent, candidates for select positions may be sent an employment agreement for review and signature.