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4. During the interview an applicant may volunteer non-job-related information with
regard to religion, sex, marital status, national origin, or age that could potentially
be used to discriminate against the candidate (for example, the applicant may
talk about their children or child care). Should this happen, the manager or
designee should handle the situation in the following manner:
a. Do not write down the information volunteered.
b. Do not ask follow-up questions or make statements to continue the
discussion on this topic
c. Return the discussion to position-related issues.
d. Do not consider the revealed information in evaluating the applicant’s
candidacy.
5. For every applicant that is interviewed, the manager will complete the Interview
Sheet.
6. The manager or designee will contact at least one professional reference for
candidates being considered as finalists. The one selected candidate or finalist
will be determined based on their qualifications, interviews, references, etc.
Examples of questions to ask when conducting references are listed in
attachment HR-503-FORM.
7. The manager or designee will collect proof of education/degree for all
unclassified finalists. Examples of proof include transcripts that indicate the
degree earned or a letter from the college stating the degree earned.
8. The manager or designee will notify the Director of Human Resources or
designee when they have made a selection.
9. For every applicant that is not interviewed, the manager or designee will review
the Reasons for Not Selecting an Applicant List (HR-507-FORM) and determine
which comment best describes why the applicant was not selected.
REFERENCE
1. https://www.uc.edu/hr/labor-relations-policy-development/policies-and-
procedures.html - UC HR Policies and Procedures 16-04 and 16-05
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