Posted at 1 p.m. April 4, 2017

New hiring processes consistent within LCCC

The hiring process for all positions, however, is the same and, with a recent formalization to the process, more consistent.

The hiring process can take two to six months, depending on the position that is vacant and how many people are involved. For example, LCCC president Dr. Joe Schaffer said, it takes about 60 days to hire a classified staff member. To hire for a position like faculty, the process is going to be extended closer to 90 days or more because candidates can be coming from across the country, which requires travel coordination to match from the candidate, their current employer, and the hiring committee. For executives, the process takes closer to 6 months; if all goes well, Schaffer said.

After the position vacancy is acknowledged, a review of the position’s description is done to make sure it matches what is needed within the college as an administration position or within the school the vacant position is specific to. In a nutshell, the hiring process consists of the following steps:

  1. Scoring rubric created based on position description
  2. Review candidate application materials
  3. Selection of candidates for first round of interviews
  4. Skype or phone interviews with each candidate
  5. Selection of candidates for first round of interviews
  6. On-campus meeting with Schaffer, deans, and screening committee
  7. Feedback sent to hiring manager
  8. Decision made

The longest part of the hiring process, Schaffer said, is the coordination and scheduling of the on-campus interview, because of travel arrangements.

In addition to formalizing the occurrence of the on-campus meeting before a final decision is made, LCCC is starting to look at another way to identify and evaluate candidates who can build upon LCCC’s culture. This addition would tie in to the on-campus meeting, where Schaffer and others involved in the hiring process can ask the candidates their thoughts on building LCCC’s culture of authenticity, value of passion, and commitment to tolerance, which is practiced by each member of the LCCC family whether they are faculty or not.

Bobby Baker, Human Resources specialist for development and training, said the emotional intelligence part of the interview is a new inclusion and allows the hiring committee to best determine which candidate will fit with LCCC’s vision and mission. Baker said the questions pertaining to a candidate’s emotional intelligence are questions structured to target the candidate’s fit in terms of LCCC’s culture and to measure how a candidate would do something rather than what they would do and also to measure the candidate’s ability to empathize and interact with other people.

For example, Baker said during the hiring Dr. Clark Harris, the new vice president of Academic Affairs, instead of only asking questions directly related to the position, other questions were asked regarding social awareness and the ability to manage relationships to help gauge Harris’s emotional intelligence.

“Your behaviors may be different if you were the VP of Academic Affairs vs the groundskeeper and opportunities to build relationships would be different but the concept (of emotional intelligence) is still the same,” Baker said.


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