Lamar University Hiring Manager and Member Training

1 HIRING MANAGER Welcome AND SEARCH C OMMITTEE Attracting, hiring and retaining excellent and diverse faculty and staff is a top priority for colleges and TRAINING universities nationwide, yet hiring managers and search committee members typically receive little education Welcome & Overview about process.

Definitions This Training Module will provide information, advice, and techniques to enable search committees to run more effectively and efficiently. Diversity & Excellence The module is designed to increase knowledge of correct, legal, and recommended hiring practices for Implicit Bias the university. Foundations The objective is to ensure the fair and equitable review of all candidates, and to demonstrate that Lamar Process Steps and University is committed to creating an inclusive, welcoming, and supportive environment for all faculty, Documentation staff, and students.

Getting Started

Evaluating Candidates

Interviewing Candidates

Making the Offer

QUIZ BACK NEXT HIRING MANAGER Overview AND SEARCH C OMMITTEE TRAINING This module covers the following topics:

Welcome & Overview � Definitions Definitions � How Diversity Aligns with Excellence Diversity & Excellence � The Concept of Implicit Bias Implicit Bias � Foundations for an Effective Search Foundations � The Hiring Process Steps and Documentation Requirements Process Steps and Documentation � Initiating the Search and Recruiting Applicants Getting Started � Evaluating Candidates Evaluating Candidates � Interviewing Candidates Interviewing Candidates

Making the Offer � Making the Offer

QUIZ � QUIZ NEXT HIRING MANAGER Definitions AND SEARCH C OMMITTEE The following definitions are used in this module: TRAINING

Welcome & Overview Affirmative action:

Definitions Refers to efforts made to expand employment opportunity for members of a particular race, gender, ethnicity, or other group previously excluded from employment opportunities. These efforts must be Diversity & Excellence consistent with applicable laws and regulations.

Implicit Bias Disposition of candidates: Foundations Is the process by which the employer (i.e. hiring manager, committee chair) identifies the reasons why the Process Steps and eliminated candidates were not hired for the position. Documentation

Getting Started Equal employment opportunity:

Evaluating Candidates Is the right of all persons to be considered for a position based on their ability to meet the requirements

Interviewing Candidates of . Because equal opportunity does not typically change existing conditions, affirmative action efforts may be necessary. Note: The statement Making the Offer “Lamar University is an Equal Opportunity or EEO employer” is required in all advertisements and other position announcements. QUIZ HIRING MANAGER AND SEARCH Definitions C OMMITTEE TRAINING

Welcome & Overview Fair Selection Process:

Definitions A fair selection process consists of evaluating candidates on their ability to perform the job not on the basis of one’s race, sex, age, color, national origin, ethnicity, creed, religion, disability, genetic information, Diversity & Excellence sexual orientation, gender, gender identity and expression, marital status, pregnancy, or veteran status.

Implicit Bias Underutilization: Foundations Occurs when the percentage of employees in a protected group (women or minorities) is less than the Process Steps and availability percentage for that protected group, as indicated by census data, reports of graduates from Documentation graduate programs, and other data that give an indication of how many individuals in the protected class Getting Started are available in the geographic recruiting area.

Evaluating Candidates Unconscious Bias:

Interviewing Candidates Social stereotypes, prejudice or unsupported judgments in favor or against certain groups of people that Making the Offer individuals form outside of their own conscious awareness.

QUIZ BACK NEXT HIRING MANAGER AND SEARCH C OMMITTEE Diversity and Excellence TRAINING

Welcome & Overview • Lamar University’s Hiring Policies emphasize our commitment to establishing and maintaining a diverse Definitions workforce.

Diversity & Excellence • Diversity comes in many forms. Every individual person brings a diversity of experience, age, background, Implicit Bias education, gender, gender identity/expression, race, ethnicity, (dis)ability, sexual orientation, religion, citizenship status, family status, political views, geographical location, work experience, and military Foundations experience.

Process Steps and • Diverse organizations are known to perform better, be more innovative, and make better choices. Documentation • Across our campus, staff and faculty who represent diverse perspectives and experiences (broadly defined) Getting Started are well-positioned to serve as role models for their co-workers and an increasingly diverse student body. Evaluating Candidates • Lamar University’s employment policies stipulate that we will develop applicant pools that reflect the Interviewing Candidates diversity of the population of the State of Texas. The applicant pools for all job postings are reviewed by Human Resources to facilitate the identification of qualified diverse candidates for inclusion in the interview Making the Offer process.

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Diversity and Excellence TRAINING

Welcome & Overview Veteran’s Employment Preference Definitions Senate Bill 805, 84th Legislature, Regular Sessions, Section 657.003 requires State agencies to give veteran's Diversity & Excellence preference in employment and retention. Implicit Bias Lamar University is committed to providing a preference in employment to eligible veteran or disabled veteran Foundations applicants who meet minimum qualifications and any special qualifications for the position to which they apply in compliance with Texas SB805. Process Steps and Documentation The required preferences do not compel the university to appoint a veteran or disabled veteran.

Getting Started However, they do require that an eligible veteran or disabled veteran be appointed when the veteran’s or Evaluating Candidates disabled veteran’s application assessment, combined with the veteran’s or disabled veteran’s preference, is equal to or higher than that of a non-veteran. Interviewing Candidates For related information, please visit www.texas.gov or http://www.dol.gov/vets/. Making the Offer

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Implicit Bias TRAINING

Welcome & Overview • Hiring managers and search committee members need to be aware of any biases and/or prejudices that Definitions can influence them.

Diversity & Excellence • We all have subconscious or implicit biases about other social groups, including but not limited to groups Implicit Bias based on age, gender, sexual orientation, race and ethnicity. These perceptions are shaped by past experiences and stereotypes and may inadvertently influence our behaviors and decisions to include our Foundations decisions when evaluating job candidates.

Process Steps and • Hiring managers and search committee members need to be cautious and mindful of biases in the Documentation screening, interviewing, and selection processed that could inadvertently screen out qualified applicants.

Getting Started • Something as simple as a candidate’s name can trigger implicit biases associated with gender, race, and Evaluating Candidates ethnicity. The prestige of the candidate’s PhD institution and/or current institution can also influence the review of other materials. Interviewing Candidates

Making the Offer

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Implicit Bias TRAINING

Welcome & Overview Be aware of the three common circumstance under which bias may occur. Definitions • First: Bias tends to occur when people work quickly under time pressure. Diversity & Excellence • Take time to review application materials carefully Implicit Bias

Foundations • Second: Bias may occur when information that is not relevant to the position creeps is considered.

Process Steps and • Opinions about a candidate being a “good fit” with other’s personalities are likely not based on Documentation objective criteria.

Getting Started • Third: Bias occurs when assumptions are made. Evaluating Candidates • Instead of making an assumption about an employment factor, ask questions and allow candidates Interviewing Candidates to provide explanations.

Making the Offer

QUIZ Be aware of various types of bias:

Check out this YouTube video explaining Unconscious bias. Unconscious Bias Video: (link will open video in YouTube. When completed, return to this training) HIRING MANAGER Foundations AND SEARCH C OMMITTEE TRAINING • Build diverse networks and be on the lookout for applicants for future open positions. Welcome & Overview

Definitions • Ask colleagues at Lamar and other institutions for names of promising candidates.

Diversity & Excellence • Hiring managers and search committee members should be aware of what it takes to conduct a sound, legal search. Implicit Bias

Foundations • The search committee should represent a diverse cross section of the University’s population.

Process Steps and Documentation

Getting Started

Evaluating Candidates

Interviewing Candidates

Making the Offer

QUIZ HIRING MANAGER Foundations - AND SEARCH C OMMITTEE TRAINING

Welcome & Overview Close relatives may not be employed where one is in a position of influence over another.

Definitions • Close relatives include husband or wife, parent or child, son-in-law daughter-in-law, Diversity & Excellence brothers or sisters. Implicit Bias

Foundations • A position of influence exists in instances where selection for employment and

Process Steps and judgments concerning performance, compensation, status, fitness for promotion or Documentation discipline/discharge requires the action of one person with respect to the other. Getting Started • Please refer to the University’s “Nepotism Rule” for details regarding degrees of Evaluating Candidates relationship between individuals. Interviewing Candidates Making the Offer • For further information see Texas State University System Rules and Regulations, Chapter QUIZ V, Section 2.2 and the Human Resources Policy and Procedure 3.9. HIRING MANAGER Foundations–outside employment AND SEARCH C OMMITTEE TRAINING Lamar University recognizes the common practice of full-time faculty and staff members to hold some form of Welcome & Overview outside employment or position due to needs, interest, or development. However, dual employment interests, and Definitions activities must not interfere or conflict with the full-time faculty or staff member's position with the University.

Diversity & Excellence Guidelines: • It does not interfere with the regular work of the employee; Implicit Bias

Foundations • It involves only a reasonable amount of time, involvement, and duration;

Process Steps and • It avoids competition with legitimate private enterprises; Documentation

Getting Started • It does not bring the employee into antagonism with the interests of the State of Texas, or the goals of the University; Evaluating Candidates • That the official capacity or connection of the employee is not used in connection with such outside Interviewing Candidates employment;

Making the Offer • That is does not conflict with any law or constitutional provision, nor possess a reasonable potential for such a QUIZ conflict.

LAMAR UNIVERSITY - STAFF REQUEST FOR APPROVAL OF OUTSIDE EMPLOYMENT/DUAL STATE EMPLOYMENT HIRING MANAGER Foundations–dual employment AND SEARCH C OMMITTEE TRAINING The Texas Constitution places limits on persons holding more than one civil office of employment at the same time. Welcome & Overview • A non-elected employee of the State of Texas may hold more than one position if the positions are of benefit Definitions to the state and there is no conflict. • Employees seeking to hold more than one position must inform each agency of their dual employment status. Diversity & Excellence The agencies must rule whether such dual employment is allowable. Implicit Bias • Dual employment within the University or with another State agency or institution must be reported through the chain of command to the appropriate Vice President for approval and to of Human Resources by Foundations the faculty or staff member so that steps may be taken to maintain personnel and leave records in compliance with the following provisions. Process Steps and Documentation

Getting Started Dual Employment with Lamar University: • When it is beneficial to the University, qualified exempt staff employees may be assigned teaching duties in Evaluating Candidates addition to their regular assignment.

Interviewing Candidates • Should these additional duties be assigned during the regular workday (8:00 am to 5:00 pm) approval to adjust the regular work schedule must be obtained through the chain of command up through the area Making the Offer Vice President.

QUIZ

LAMAR UNIVERSITY - STAFF REQUEST FOR APPROVAL OF OUTSIDE EMPLOYMENT/DUAL STATE EMPLOYMENT HIRING MANAGER AND SEARCH Foundations – Conflicts of Interest C OMMITTEE TRAINING All employees must ensure that no conflicts of interest exist. Welcome & Overview

Definitions The University administration has an obligation, in accordance with TSUS and THECB Policies, to ensure that staff members avoid conflicts of interest and to assure that the activities and interests Diversity & Excellence of its employees do not conflict with their obligations to the institution or its well-being.

Implicit Bias A conflict of interest arises when staff members place themselves in a position where they could use their professional influence to create benefits for their private interests or to give improper Foundations advantage to others. Process Steps and Documentation When a staff member has a significant interest in, or a consulting arrangement with, a private business, it is important that he/she avoid conflicts of interest. Getting Started

Evaluating Candidates Staff members are encouraged to direct inquiries relative to conflict of interest concerns to their unit director and/or division executive officers. Interviewing Candidates In those situations where a possible conflict of interest may occur, management shall take action Making the Offer which may include relieving the employee of the position or particular responsibility and assigning QUIZ the matter to another qualified employee who does not have a conflict of interest. When an employee has sold or terminated his/her interest in a business, he/she cannot be involved in any transaction with the business for one year.

Lamar University Code of Ethics Policy HIRING MANAGER AND SEARCH Foundations – Conflicts of Commitment C OMMITTEE TRAINING With the acceptance of a full-time position at Lamar University, every employee is expected to Welcome & Overview accord the University their primary professional loyalty and to arrange outside obligations, Definitions financial interests, and activities so as not to conflict with their overriding commitment to the University. Diversity & Excellence All part-time employees are expected to accord the University said loyalty during such times as Implicit Bias set forth in respective contracts, both oral and written. Consultants are also expected to arrange their outside obligations and activities so as not to conflict with their contracted commitment to Foundations the University. Process Steps and Documentation A conflict of commitment occurs when an employee’s involvement in external activities adversely affects his/her capacity to meet the primary obligation to the University, as exhibited by a Getting Started perceptible reduction of the individual’s time and energy devoted to university activities.

Evaluating Candidates Certain outside activities are permissible with appropriate notice to and written approval by the Interviewing Candidates appropriate department head, so long as these endeavors do not interfere with an employee’s obligation to the University. Making the Offer

QUIZ Lamar University Code of Ethics Policy HIRING MANAGER Hiring Process Steps AND SEARCH C OMMITTEE The hiring process steps for Lamar University are described in detail on the Lamar University Human Resources TRAINING web pages. Specific forms must be completed and submitted to Human Resources for process review, compliance, and document retention purposes. Welcome & Overview Definitions The process steps are briefly outlined below: Diversity & Excellence • Review all candidate’s application materials carefully and complete a Position Screening Matrix. Implicit Bias • Schedule interviews. The top 3 highest scoring applicants must be scheduled for an interview. Foundations • Structured Questions must be asked of each applicant. List your questions on the Interview Results Form. The questions and the notes on applicant responses must be returned to HR with your recommendation for hire. Process Steps and Documentation • Please refer to Lamar’s on-line Interview Guide for suggestions regarding question sets.

Getting Started • Security Sensitive Release Form. A Security Sensitive Release Form must be completed for all applicants recommended for hire to Human Resources. Evaluating Candidates • Reference Check Form. Lamar requires that references be checked for all applicants recommended for hire. Interviewing Candidates • The “Reference Check” form should be completed when contacting former employers or when checking professional references that the applicant has provided on their application. Making the Offer • Reference Checks for the selected candidate must be completed on the candidate recommended for hire, QUIZ regardless if currently employed by Lamar University. HIRING MANAGER Documentation AND SEARCH C OMMITTEE TRAINING The following documents must be completed and forwarded to Welcome & Overview Human Resources clearly marked as NEW HIRE FORMS: Definitions

Diversity & Excellence • A Personnel Action Form (Form F3.2) for the person recommended for hire. • The Position Screening Matrix must include scores for all applicants. The point equivalency developed for Implicit Bias screening must be included.

Foundations • An Interview Results Form must be completed for each applicant that is interviewed.

Process Steps and • For the applicant(s) NOT selected make sure and document the reason for non-selection. Documentation • Reasons should be objective and defensible. Getting Started • Interview Questions. A list of all of the questions asked of each applicant must be provided to Human Resources along with the applicant’s responses to the questions. Evaluating Candidates • Miscellaneous supporting documentation must be returned to Human Resources, this information may Interviewing Candidates include, Search Committee members’ notes, screening results, justification memo(s), and skills test & answer key, etc. Making the Offer

QUIZ

Records Retention requires Human Resources to keep hiring files for five (5) years. This documentation is required for EEOC, audit, and/or court reviews. HIRING MANAGER Getting Started AND SEARCH C OMMITTEE TRAINING It is important to ensure fairness to all applicants during the screening and Welcome & Overview selection process. Definitions

Diversity & Excellence Fairness has been achieved if the following criteria exist:

Implicit Bias • There is consistent treatment of applications at each stage of the selection Foundations process. Process Steps and Documentation • There has been a consistent evaluation of all applicants. Getting Started • The stated qualifications providing the basis for the selection criteria were Evaluating Candidates used in the final decision. Interviewing Candidates • All decisions are appropriately documented.

Making the Offer

QUIZ HIRING MANAGER Getting Started AND SEARCH C OMMITTEE TRAINING To ensure applicants are evaluated with diversity in mind, remember to be open

Welcome & Overview minded about:

Definitions • Interruptions in degree programs or work careers; for example, to care for a parent or child because of a disability Diversity & Excellence • The reputation of degree-granting institutions, as star employees have come out of Implicit Bias lesser-known institutions (institutional reputation alone, however well deserved, should not preclude consideration of applicants from other solid schools) Foundations • Careers begun in or including government, business, voluntary service, or other Process Steps and non-academic settings, which are often sources of first time employment for Documentation women, minorities, veterans, and persons with disabilities, as well as necessary Getting Started employment options for trailing spouses/partners in dual career relocations Evaluating Candidates • The value and transferability of skills and experience acquired in these varied settings Interviewing Candidates

Making the Offer

QUIZ • NOTE: The applicant pools for all positions will be reviewed to determine the diversity of the pools. HIRING MANAGER Screening Applicants AND SEARCH C OMMITTEE TRAINING Selecting Candidates to Interview Welcome & Overview The search committee identifies candidates who will advance in the selection process for the Definitions position based on: Diversity & Excellence • The position requirements Implicit Bias • Candidates’ qualifications, and Foundations • Diversity objectives. Process Steps and Documentation The hiring manager and search committee members must review letters of recommendation and check references for the candidates recommended for hire. Getting Started • Remember that all questions asked and issues raised must be job-related and similar for all candidates. Evaluating Candidates You must select no less than 3 applicants to interview. If less than 3 applicants qualify, then interview all Interviewing Candidates applicants that qualify.

Making the Offer

QUIZ HIRING MANAGER Interviewing AND SEARCH C OMMITTEE Types of Interviews TRAINING

Welcome & Overview Phone Phone interviews are typically a first-round screening process designed to determine if the applicant is Definitions qualified to continue with the full interview process. Diversity & Excellence Traditional (face to face) Implicit Bias Traditional interviews are generally more formal and include the interviewer(s) and applicant. The applicant answers a series of questions designed to determine if they are the best candidate for the position. Foundations Video Conference Process Steps and Documentation Video interviews (such as Skype or Microsoft Teams) allow the interviewer(s) to see the candidates while conducting the interview. These interviews can save and time. Getting Started Lunch or Dinner Evaluating Candidates Interviews conducted during a meal allow both the applicant and the employer an opportunity to learn more about skills and personality in a less formal environment. Interviewing Candidates

Making the Offer Group A group interview is an effective way to interview candidates and expedite the interview process. It also QUIZ creates opportunities for applicants to interact in a group setting. HIRING MANAGER Interviewing AND SEARCH C OMMITTEE All interview and screening questions will be job-related. TRAINING Questions about federally protected classes of race, color, religion, creed, sex, age, disability, national origin, Welcome & Overview veteran status, genetic information, sexual orientation, gender expression, gender identity, ethnicity, marital Definitions status, and pregnancy must be avoided.

Diversity & Excellence Provide an opportunity for the candidate to discuss any special requirements or circumstances, such as the need to find a position for a partner. Implicit Bias

Foundations Throughout the entire search process —during the screening, interviewing, and decision-making phases — all committee members are advised to take clear, job-related, fact-based notes. Process Steps and Documentation Create opportunities for candidates to meet with other faculty, staff, or community members.

Getting Started

Evaluating Candidates

Interviewing Candidates

Making the Offer

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Interviewing TRAINING

Welcome & Overview To identify the best-qualified candidate, ask questions such as the following. Definitions

Diversity & Excellence Does the candidate:

Implicit Bias • Satisfy advertised requirements for the position? Have the skills to perform the essential functions of the position? Foundations • • Display motivation to learn new skills? Process Steps and Documentation • Demonstrate the potential to be successful? Getting Started • Have experience with diverse populations?

Evaluating Candidates

Interviewing Candidates The hiring manager and search committee members should select the best-qualified candidate(s) for referral to the hiring authority based on advertised position requirements, candidates’ qualifications, and Making the Offer diversity objectives. QUIZ When two or more candidates possess equivalent qualifications, the committee should select and refer the candidate who will contribute to the diversity of the department or unit. HIRING MANAGER AND SEARCH C OMMITTEE Interviewing TRAINING

Welcome & Overview

Definitions Disposition of Candidates

Diversity & Excellence Disposition reasons* must accurately reflect why a candidate was not selected for the position.

Implicit Bias When the search committee selects the preferred candidate, the hiring manager or designee must submit a request for offer approval (on the Prepare for Offer panel in PeopleSoft). Foundations

Process Steps and Documentation

Getting Started * Disposition of candidates is the process by which the employer (i.e. hiring manager, committee chair) identifies the reasons why the eliminated candidates were not hired Evaluating Candidates for the position.

Interviewing Candidates

Making the Offer

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Making the Offer TRAINING

Welcome & Overview

Definitions Making the Offer

Diversity & Excellence Staff offers may only be made after Human Resources review and approval.

Implicit Bias Human Resources will make the offer to the selected candidate.

Foundations Faculty offers may only be made after Provost’s review and approval.

Process Steps and Documentation

Getting Started

Evaluating Candidates

Interviewing Candidates

Making the Offer

QUIZ HIRING MANAGER AND SEARCH C OMMITTEE Making the Offer TRAINING

Welcome & Overview

Definitions Making the Offer

Diversity & Excellence Generally speaking, this final stage of the search is beyond the scope of the hiring manager and search committee members. However, there are a few areas that pertain to department climate that are worth Implicit Bias noting.

Foundations After an offer has been extended, encourage employees in your department to contact the finalist and welcome them to the department. This simple gesture provides an additional signal that the department Process Steps and Documentation provides a welcoming and inclusive environment.

Getting Started Make sure the candidate continues to have a positive experience after an offer has been made. Department climate can play a key role in recruiting (and retaining) employees. Evaluating Candidates The retention process is initiated when the offer is accepted. Long-term retention may become an issue if a new Interviewing Candidates employee, for whatever reason, does not feel that they were treated well during the first few months of their hire. Making the Offer

QUIZ HIRING MANAGER Quiz Introduction AND SEARCH C OMMITTEE You have now completed the informational portion of the Hiring Manager and Search TRAINING Committee Training Module. Welcome & Overview Please refer to the Handbook for Hiring Managers and Search Committee Members for additional Definitions information. Diversity & Excellence Please see resources on-line and contact a Human Resources representative for assistance as Implicit Bias needed. Foundations

Process Steps and Documentation

Getting Started The following quiz will test your understanding of some of the content covered in these slides. Evaluating Candidates Your responses to the quiz will not be recorded; however, you can validate your answers to test your Interviewing Candidates knowledge.

Making the Offer

QUIZ HIRING MANAGER Quiz AND SEARCH C OMMITTEE Question 1: True/False TRAINING As a federal contractor, Lamar Universityis legally obligated to prohibit discrimination Welcome & Overview on the basis of a person’s race, color, religion, sex, age, disability, national origin, or Definitions veteran status. Diversity & Excellence Question 2: True/False Implicit Bias Affirmative action means that you are required to do all you can to give preference to

Foundations minority or female candidates for your position.

Process Steps and Question 3: True/False Documentation For an applicant with an unusual name, it isimportant that you ask where the person Getting Started was bornto determine his/her nationality and citizenship. Evaluating Candidates Question 4: True/False Interviewing Candidates It is legal to ask candidates, “Are you able to perform the essential functions of the job, with or without a reasonable accommodation?” Making the Offer

QUIZ Question 5: True/False When a job requires traveling, after-hours, or overtime work, it is permissible to ask female applicants about child care arrangements. HIRING MANAGER Quiz AND SEARCH C OMMITTEE Question 6: True/False TRAINING Reasons for candidates who are not selected must be submitted to HR along with the Welcome & Overview preferred candidate’s recommendations for hire. Definitions Question 7: True/False Diversity & Excellence Over dinner with a candidate who is interviewing for a faculty position, it is acceptable Implicit Bias to ask about his/her spouse. Foundations Question 8: True/False The statement “Lamar University is an Equal Opportunity or

Process Steps and EEO employer” is required in all advertisements and other position announcements. Documentation Question 9: True/False Getting Started For all applicants, search committees should review each person’s candidacy (materials, Evaluating Candidates interviews, etc.) based on pre-established job-related criteria. Interviewing Candidates Question 10: True/False

Making the Offer Candidate evaluations and search committee feedback notes made during candidate interviews becomepart of the candidate’s personnel file. QUIZ HIRING MANAGER Answers to Quiz AND SEARCH C OMMITTEE Question 1: True TRAINING As a federal contractor, Lamar University is legally obligated to prohibit discrimination on Welcome & Overview the basis of a person’s race, color, religion, sex, age, disability, national origin, or veteran Definitions status. Diversity & Excellence Question 2: False Implicit Bias Affirmative action means that you are required to do all you can to give preference to

Foundations minority or female candidates for your position.

Process Steps and Question 3: False Documentation For an applicant with an unusual name, it isimportant that you ask where the person Getting Started was bornto determine his/her nationality and citizenship. Evaluating Candidates Question 4: True Interviewing Candidates It is legal to ask candidates, “Are you able to perform the essential functions of the job, with or without a reasonable accommodation?” Making the Offer

QUIZ Question 5: False When a job requires traveling, after-hours, or overtime work, it is permissible to ask female applicants about child care arrangements. HIRING MANAGER Answers to Quiz AND SEARCH C OMMITTEE Question 6: True TRAINING Reasons for candidates who are not selected must be submitted to HR along with the Welcome & Overview preferred candidate’s recommendation for hire. Definitions Question 7: False Diversity & Excellence Over dinner with a candidate who is interviewing for a faculty position, it is acceptable Implicit Bias to ask about his/her spouse. Foundations Question 8: True Process Steps and The statement “Lamar University is an Equal Opportunity or EEO employer” is required Documentation in all advertisements and other position announcements. Getting Started Question 9: True Evaluating Candidates For all applicants, search committees should review each person’s candidacy (materials, Interviewing Candidates interviews, etc.) based on pre-established job-related criteria.

Making the Offer Question 10: True

QUIZ Candidate evaluations and search committee feedback notes made during candidate interviews becomepart of the candidate’s personnel file.