1 UNF Dr
J.J. Daniel Hall
Building 1, Suite 1201
Jacksonville, FL 32224-7699
Phone: (904) 620-2507
Fax: (904) 620-1004
Pregnancy should not be discussed at all during the interview process even if the candidate brings it up. Please see the links below for more information from the EEOC on the Pregnancy Discrimination Act and interview guidelines recommended by UNF/EOD.
A few main considerations:
It is recommended that we align any questions with what is asked on each application. The application simply asks whether they have read the notice. However, you can reiterate the notice and ask if they have any questions or concerns with confirming what will be asked of them (providing documentation confirming legal right to work) at hire.
If the committee members or hiring official(s) are the same, then they can be interviewed once; however the positions and interview questions must be the same or substantially similar. If the positions are different, they should be interviewed separately for each position.
Although the positions may be similar, because the two positions are not the same title (or same position description), the pool from one cannot be used for the other. If the hiring official knows who they want to offer the position to, they may apply for a waiver of a formal search from the President; however these are not done often.
Aside from the waiver, you may post the position as is normally done and send the posting information to the applicants you interviewed encouraging them to apply. You may provide general information and let them know you feel their skills, etc., may match this position if they are interested in applying. It is important to not convey that they “have” the job, or are even guaranteed an interview because all applications will still need to be reviewed and only one will be offered the position. Since they have already applied at UNF, they should log into OASys and the system will pull up all of their information from the last application and give them the option to attach those same documents to apply for your new position.
Yes, if you have thoroughly documented your efforts to schedule an on-campus interview that resulted in scheduling conflicts. Suggested communication may include “We are sorry you were not available for the on-campus interview. Unfortunately you could not be contacted and/or your scheduling conflicts prevented an interview. Therefore, our process has proceeded. Please know that you may continue to apply for future positions you believe match your qualifications. Thank you for considering UNF.”
Interviews must be coordinated to fit the schedules of all committee members, etc. and the search must also continue to meet internal deadlines.
Yes. The application includes the note below and asks for confirmation that it has been read. As the candidate was technically not eligible for employment at the time of the verbal offer, the offer can be rescinded according to the statement on the application.
Note: The Immigration and Nationality Act requires all individuals seeking employment at the University of North Florida to provide documentation at the time of hire that verifies their identity and confirms their legal right to work in the United States. In addition, federal law requires this documentation to be provided within three days of employment.
Have you read the above notice?
Minutes need only to reflect the overall outcome in general.
Since fall 2012, EOD has conducted larger training sessions instead of the many individual committee sessions primarily due to compliance, to increase efficiency and to better communicate the University's expectations to improve diversity and guard against litigious action. All members, prospective members, and liaisons of search and screening committees are required to attend the training that covers everything involved in the process. If 51 percent or more of the committee members have received the training, all committee members may serve. Those who have not received the training may take the training session while serving on the committee. If a committee member has attended the training session, they do not have to take the session again unless required to do so as a result of policy changes.
If there is a member of the search committee that is not a UNF employee or student, i.e., an external member, that person is not required to go through the training, but is welcome do so if they wish.
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