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Advertising and Recruitment Procedures
- Schedule a meeting with the Affirmative Action (ext. 2623) and Human Resource offices (ext. 3078) to review the College's affirmation action policy, advertising procedures, identify any underrepresented groups, and to select the publications to be utilized. Other items to be discussed include the interview format (group/individual), development of interview questions, pre-employment testing and number of interview rounds to be conducted.
- Forward the advertisement (see "Advertising Guidelines") to the EO/AA Office. The ad may be submitted via email, which is preferred, hr@tcnj.edu or hard copy. Placement recommendations for the advertisement may include any related professional, minority, or female organizations.
- Once the advertisement runs and the review date for resumes expires, contact the EO/AA Office for a review of the resumes and composition of the applicant pool.
- Please do not write on the original resumes. Prepare resume notes separately and keep them with the resumes as supporting documentation. As applications are screened, an evaluation form or spreadsheet should be used to assess the "minimum" qualifications of each candidate as defined by the advertisement.
- When sending out acknowledgment notifications to the applicants, please include the web link to the Affirmative Action online self-disclosure form. This is required and should be forwarded to all applicants.
- Prior to interviewing, please notify the EO/AA Office of your finalist pool and list candidates on the APPLICANT SUMMARY FORM and APPLICANT MATRIX. Note: It is The College's practice to interview internal applicants who meet the advertised job requirements. The review of finalists by the EO/AA Office must occur prior to any campus interviewing.
