Step 5. Finalists and Selecting the Final Candidate
After the preliminary phone or video interview, three or four finalists should be selected for on-campus interviews. Note: during 2020-21 all finalist interviews will be subject to campus COVID-19 policies. On-campus interviews may not be permitted. You must contact HR prior to inviting candidates for on-campus visits.
Hiring managers are responsible for informing internal candidates that they are a finalist for the posted position. Internal applicants are required to inform their current supervisor of their candidacy should they become a finalist for the position.
Top candidates can be scheduled to return to campus for the second round of interviews with the committee or other members of the W&L community.
For Full-Time positions, provide a copy of this Benefits Summary Brochure to the candidates and refer the candidate to the Benefits Guidebook for a comprehensive list of benefits information. For part-time with partial benefits positions, provide a copy of this part-time Benefits Summary Brochure to the candidates. Kim Austin is available to answer specific benefits questions and is willing to meet with finalists during the on-campus interview process.
All top candidates for Administrative Assistant positions are required to take Skills Testing through Human Resources. Notify Sarah Bowers, email@example.com, of the top candidates. The testing will be scheduled by Human Resources. Candidates scores will be shared with the hiring manager.
Reference checks on at least the final candidate (whether internal or external) must be conducted by the hiring manager, and written notes of those reference checks must be maintained for the search file. The hiring manager should speak with the candidate's current supervisor.
For exempt positions, the hiring manager must consult with the Executive Director of Budgets and Compensation before an offer is extended. For non-exempt positions, the hiring manager must consult with the Compensation and Recruitment Analyst before an offer is extended. Following the consultation, the hiring manager will extend a verbal offer contingent upon an acceptable background check.
Once an offer is accepted, submit the online Personnel Action Form. This will give Human Resources the information needed to contact the final candidate to begin the background check and hiring process. The hiring manager will be notified when the background check has been completed.
Human Resources sends the official offer letter for full-time, non-faculty positions.
All new hires must complete the appropriate paperwork before beginning work. Human Resources will schedule the new employee for the following:
Phase I Orientation, held Monday mornings for new benefit eligible employees. Required employment paperwork and appropriate benefit information will be completed at this time. New Employees will be expected to attend two additional orientations:
Phase II: Held the first Wednesday of each month. During this orientation, the new employee will learn about the university's Wellness Program.
Phase III: This orientation is held bi-annually. In this orientation, new employees will meet members of the university's senior leadership team and will learn about the university's mission, values, and strategic plan. In addition, we will cover other important topics about working at Washington and Lee.
The hiring department is expected to provide an orientation to the new employee's work area, make appropriate introductions to co-workers, and provide specific, technical job training. TheNew Hire Checklist for Hiring Managers provides helpful details.