Hiring Process

​​​​​​​​​​​​​​​​​​​​​​​Hir​ing Process for Staff

1. Candidates must complete the staff/administrator employment application and submit all required materials by the closing date. If qualified for more than one position, candidates must apply for each position individually.
2. After the closing date, the Talent Acquisition Partner (HR) will screen applications based on minimum requirements and share qualified applicants with the hiring manager.
3. The hiring manager contacts applicants if an interview is requested.
4. The Talent Acquisition Partner (HR) is informed of the final selection, and then the Talent Acquisition Partner calculates a recommended salary.
5. The hiring manager extends a verbal employment offer to the finalist.
6. The Talent Acquisition Partner (HR) will conduct a criminal background check.
7. The Talent Acquisition Partner (HR) will issue a 'conditional offer letter' to the candidate, contingent upon clearance of a criminal background check and receipt of official academic transcripts (if necessary).

Hiring Process for Full-Time Faculty

1. Candidates must complete the faculty employment application and submit all required materials by the closing date. If qualified for more than one teaching position, candidates must complete a separate application for each position. Please see the transcript policy below.*
2. After the closing date, the Talent Acquisition Partner (HR) will screen applications based on minimum requirements and share qualified applicants with the hiring manager and/or search committee. For more information on the faculty position requirements, please visit our Faculty Job Descriptions page.
3. The hiring manager verifies that qualified candidates meet the Dallas College Credentialing Standards by Discipline.
4. The search committee chair will contact applicants if an interview is requested. The interview process will consist of a Spark Hire one-way interview and then an in-person interview, where candidates will demonstrate their teaching capability and communication and presentation skills.
5. The search committee recommends candidates to the Dean and Vice Provost. The Dean and Vice Provost may request an additional interview with the finalist(s).
6. The Talent Acquisition Partner (HR) is informed of the final selection, and then the Talent Acquisition Partner calculates a recommended salary.
7. The Department Chair or Dean extends a verbal employment offer to the finalist.
8. The Talent Acquisition Partner (HR) will conduct a criminal background check.
9. The Talent Acquisition Partner (HR) will issue a 'conditional offer letter' to the candidate, contingent upon clearance of a criminal background check and receipt of official academic transcripts.
10. Decisions for full-time faculty are made the spring semester prior to the start of the following academic year.

Hiring Process for Adjunct Faculty

Applicants submitting applications for adjunct positions are applying to be a part of Dallas College’s adjunct faculty pool of instructors. Departments may have multiple teaching opportunities for each adjunct position advertised on the Dallas College website. As current adjunct faculty are assigned courses to teach, the number of teaching opportunities advertised for potential new adjuncts is subject to change.

1. Candidates must complete the faculty employment application and submit all required materials by the closing date. If qualified for more than one adjunct position, candidates must complete a separate application for each position. Please see transcript policy below.*
2. After the closing date, the Talent Acquisition Partner (HR) will screen applications based on minimum requirements and share qualified applicants with the hiring manager and/or search committee.
3. The hiring manager verifies that qualified candidates meet the Dallas College Credentialing Standards by Discipline.
4. The search committee chair will contact applicants if an interview is requested. The interview process may consist of a Spark Hire one-way interview and then an in-person interview, where candidates will demonstrate their teaching capability and communication and presentation skills.
5. The search committee recommends candidates to the hiring manager.
6. The Talent Acquisition Partner (HR) is informed of the final selection, and then the Talent Acquisition Partner calculates a recommended salary.
7. The hiring manager extends a verbal employment offer to the finalist.
8. The Talent Acquisition Partner (HR) will conduct a criminal background check.
9. The Talent Acquisition Partner (HR) will issue a 'conditional offer letter' to the candidate, contingent upon clearance of a criminal background check and receipt of official academic transcripts.