Internal and external applicants must be treated fairly to avoid the appearance of discrimination, favoritism or unfairness. Typically, it is in the best interest of VCU to consider current employees for vacant positions as they often have experience and knowledge of university systems, policies and structure. Handling the applications and interviews of internal candidates is, however, a delicate matter because hiring managers or search committee members may be more informed about these candidates than external applicants. Like all applicants, internal candidates must be evaluated objectively. Whether the internal candidate has the right amount of experience and the appropriate credentials should be the qualifying measure, not the extent to which other employees find the internal candidate pleasant to work with. “Courtesy interviews" of internal candidates who, because they are unqualified, have no chance of a job offer is strongly discouraged. Such interviews falsely raise a person's expectations. Internal candidates should only be interviewed if they meet job requirements.
Eligible veterans status
Eligible veterans status must be taken into consideration, consistent with state and institutional policy, where the applicant meets the minimum qualifications for the position. See details in the Veteran's Preferance Guidelines.
Workforce transition (layoff)
Process for screening/interviewing/placing workforce transition applicants here. VCU and external state layoff candidates. Holding place until further guidance obtained from team working on layoff/workforce transition.