The Search Committee Chair Must Collect And Review The

The Search Committee Chair must collect and review the applications immediately before the interview to ensure all signatures and relevant information (e.g. correct employment dates, references, etc.) are complete. The Search Chair must sign page five of the Application, acknowledging the fact that s/he has received and reviewed it. Note: Please ensure that candidates complete the CUNY application in its entirety. All relevant work experience must be completed on the application, with month and year, start and end dates, and a brief description of duties for each position. Relevant information on the resume but not on the application will not be considered by HR. This ensures the proper evaluation of the candidates experience against the†¦show more content†¦Ã¢â‚¬ ¢ Avoid a halo effect. This is when an interviewer allows one or two positive traits of a candidate to affect his/her judgment in other areas. It can also apply to negative traits or characteristics. †¢ Occasionally, applicants may volunteer non-job related information relating to religion, sex, marital status, national origin, age, etc. during an interview, which can be used to discriminate. An example is an applicant who talks about being divorced or about his/her children and childcare arrangements. Even though you did not ask for the information, you can still be charged with discrimination if a question arises subsequently about how this information was used. Should an applicant volunteer non- job related information: o Do not write the information down o Do not ask follow-up questions or make statements to continue in the area of discussion o Return the discussion to job related issues o Do not consider the non-job related information in decisions about the applicant’s candidacy. †¢ Be careful not to overrate compatibility with other department staff/faculty because it can work against diversity. Be wary of making assumptions about the candidate like: o This person won’t be happy here o This person won’t understand our students, our employees, our internal customers, etc. o This person won’t stay if we hire them. †¢ Language Avoid referring to candidates as â€Å"affirmative action candidates and/orShow MoreRelatedEngaging Privacy and Information Technology in a Digital Age12587 Words   |  51 PagesLin, and Lynette I. Millett, Editors, Committee on Privacy in the Information Age, National Research Council ISBN: 978-0-309-10392-3, 456 pages, 6 x 9, hardback (2007) This free executive summary is provided by the National Academies as part of our mission to educate the world on issues of science, engineering, and health. If you are interested in reading the full book, please visit us online at http://www.nap.edu/catalog/11896.html . You may browse and search the full, authoritative version forRead MoreCivics Eoc Study Guide3283 Words   |  14 PagesAnti-Federalists a. 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