Covered Individuals: All CEI Employees
College of Eastern Idaho’s goal in recruitment and selection is to hire and retain the most qualified individuals. The college believes that hiring qualified individuals to fill positions contributes to the overall success of the college.
It is the policy of CEI that staff and faculty positions are filled through an open competitive recruitment process. The human resources office assists departments by coordinating all aspects of the employment process. Human resources ensures compliance with any applicable state and federal laws and regulations pertaining to the recruitment and hiring processes.
Per policy, CEI is an equal opportunity employer. CEI policy prohibits discrimination on the basis of age, race, color, creed, sexual orientation, religion, national origin, physical or mental disability, medical condition, veteran status, or gender. In addition, preference may be given to veterans who qualify under state and federal laws and regulations.
This policy applies to all terms and conditions of employment; including, but not limited to hiring, placement, promotion, termination, layoff, leave of absence, compensation, and training.
Human resources personnel are available to provide consultation through each step of the recruitment and hiring process. They will post vacancies, develop and implement recruiting strategies, identify candidates to refer to the search committee, serve as committee chair, assure all pre-employment requirements are met, and offer and confirm job offers.
Prior to Recruiting
Review the primary duties and responsibilities of the position and consider any necessary changes. Determine what duties and responsibilities are essential for the employee to perform and what abilities are reasonably required for these tasks. Eliminate unnecessary criteria that may narrow the applicant pool. Non-essential duties should not be included in the posting.
All non-exempt positions may be posted internally if requested. If the internal posting does not produce qualified applicants, the job will then be posted externally. Exempt positions may be posted internally with approval from the executive director of human resources.
As a best practice, a search committee will be used in the selection process of all permanent full-time and part-time positions. Adjunct and temporary searches do not require the use of a search committee.
The composition of the search committee will vary depending upon the position to be filled and the department in which the position resides. HR recommends that a minimum of 3 people serve on search committees for full-time positions including the hiring manager, the HR representative (committee chair), and one other member. Full-time position searches should have a maximum number of 5 committee members. Part-time position searches should be made up of no more than 3 committee members including the hiring manager and HR representative. The search committee should be as diverse as possible, including both genders, and if possible, one member from an underrepresented group.
If an employee agrees to serve on the search committee they agree to participate in all resume review, meetings, and interviews requested by the hiring manager.
Search committee members must not be related to any candidate for which they serve on a committee. Should a candidate come forward that is an immediate relative, the committee member will need to withdraw from participation. Individual relationships such as candidates using an employee as a reference, will need to be disclosed to the human resources chair; how to proceed will be determined on a case by case basis.
HR will screen applications for completeness and minimum qualifications before referring them to the search committee. Committee members will receive an email from NeoGov as candidates are referred for review. **Links in emails will not allow access to the system. You must sign in through CEI Apps.**
It is the role of the Hiring Manager to ensure HR has the names of candidates to be scheduled for interviews, as well as the names of candidates who are no longer being considered for a position so that a notice may be sent through NeoGov letting applicants know of their status change.
Your role as a committee member is to rate applicants based on their qualifications as they correspond to the ability to perform the duties outlined in the job posting, as well as to match candidates with the needs of the department and the college. Search committee members serve in an advisory capacity; members screen and evaluate candidates and recommend finalists for consideration. Search committees make recommendations, not hiring decisions.
Members of the search committee or employees involved in the search process should not provide information to any applicant, employee, or outside entity about candidates.
Reference and Background Checks
Human resources will conduct reference checks on final candidates for all exempt level positions. Results of such checks will be supplied to the hiring manager. Background Checks will be performed on candidates extended a job offer. If concerns are reported on the background check, HR will contact the applicant to review the report. Should the charges inhibit the employee’s ability to perform the functions of their position, based on the job description, the offer will be retracted by HR.
Documenting and maintaining appropriate records supporting an employment decision is critical because this is what allows CEI to prove compliance with federal anti-discrimination laws. Those involved in a search process have an obligation to carry out their responsibilities in a way that will provide for this requirement to be met. All application and screening materials will be kept for no less than 1 year of the position’s closing date.
The hiring of interns is an exception to regular hiring practices. These positions will be advertised and hired through the Handshake system; please contact HR for further information. Interns will be required to complete orientation with HR before employment can begin.
Careers / Payroll / HR
Fax (208) 525-7303