3 Hiring

Hiring Process

From time to time, there may be a need to add members to the executive team; whether it be to fill a Coordinator role, or replace an elected Executive member who has stepped down from their position. NSCC Student Associations follow a similar equitable hiring process as the College.

1. Posting

The first step is to post the position for hire. This is done by adding the post to your email newsletters, social media and campus digital screens. For Executive roles, this post should remain open to applicants for 10 business days. For Coordinator roles, the post may be open for less time. Deadlines, application requirements and submission information should all be made clear on the original post. A post would look similar to the image below.

2. Application evaluation

Your VP Communications should monitor the Student Association email inbox daily during the posting period for applications.

Executives should meet to determine the candidates they would like to interview. If there are several applications, your team should choose their 3-4 preferred candidates. Please remember that conflict of interest guidelines apply in both the selection and interviewing of candidates.

3. Panel Selection

All interviews should be hosted by a panel of 3 or 5 people from any of the following groups:

• Student Association Executives
• Student Association Advisors
• Student Life Assistants
• Existing Coordinators
• Students’ Council Representatives

The hiring panelists should be the same for all interviews for the same position whenever possible.

It is recommended that at least 2 of the 3 panelists be student leaders.
For Coordinator interviews, it is strongly recommended that the Executive who the Coordinator would report to also be a member of the interview panel.

4. Interview Scheduling

Your VP Communications should reach out to the candidates that your team has selected for interviews with a proposed interview time. In this email, you should request a confirmation response and outline the details of the position and the interview process.

5. Interviews

The hiring panel should select a handful of questions from the Interview Question Databank.  You may choose to add your own questions if there is something specific you would like to know, however please keep your interview questions relevant to the position.

During the interviews, all candidates should be interviewed with the same questions, and given the same amount of time to answer each question.

It is always nice to begin the interview with brief introductions, and an overview of your expectations of the volunteer role, and end the interview by asking if the candidates have any questions for you, and your expected turn around time for communicating results.

6. Selection Process

After all interviews are complete, the hiring panel should immediately meet to discuss how each candidate scored on every question. You should come to an agreement on the preferred candidate, or vote if there is more than one desired candidate.

Once the successful candidate has been selected, you should connect with the rest of the Executive team and Student Life to approve the candidate.

Upon receiving approval, you may send an email to the successful candidate offering them the position. This email should contain their anticipated start date and a deadline to accept the position.

Once they accept the position, the President, or the Executive who the coordinator would report to, may add their hiring to the next Students’ Council meeting report.