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Screening Process

Search & Selection Procedures for Executive and Instructional

The Office of Diversity & Inclusion provides assistance to offices seeking to initiate searches to fill executive and instructional positions.  To access the resources provided such as the Search and Selection Procedures, please visit their website.

Search & Selection Procedures

Effectively and efficiently screening the applicant pool is an important function in a successful hiring process.  Selection of employees will determine the strength of your most important resource, the people who work within your organization.  Based on the posting criteria, a hiring official must evaluate if the applicant meets the minimum qualifications and if not, determine not to consider that applicant.  It is vital to effectively communicate the knowledge, skills and abilities required for the position and screen appropriately.

During the screening phase, use the criteria below to help prioritize the applicants identified for interviewing.

  • Does not meet minimum qualification - No Interview
  • Meets Minimum Qualifications - May Interview
  • Meets Minimum and all or some Preferred Qualifications – Interview
Methods that may be used to screen applicants include, but are not limited to:
  • Phone Interviews
  • Pre-interview Reference Checks
  • Supplemental Questions
  • Work/writing samples

As you review and screen the applicant pool, update applicant statuses for the applicants you identify as "Not Under Consideration" to an Inactive status. This will help you reduce your potential applicant pool.  Inactive applicants can be reactivated by HR.  When you move an applicant to "Not Under Consideration" followed by the appropriate reason, the applicant will receive an email notification from the system.  See Managing Applicants Through to Hiring Proposal Guide