NVDC residency application process

The application and interview process for a residency or any professional position can take longer than you might expect, which can cause uncertainty and stress. While each program is unique, we have outlined below how applications are evaluated in the School of Veterinary Medicine and Biomedical Sciences (SVMBS) at UNL. Many of these steps exist to help ensure fairness and equal opportunity for all candidates. You are always welcome to contact the committee chair with any questions, but we may not be able to give specific information if it would create bias or the impression of bias.

1. Application is open
1. The application is posted at multiple employment sites. Each site has the same information posted.
2. Applications are not reviewed by the hiring committee until the review of applications date listed in the posting. Even if you submit your application on the first day it opens, we will not review it until the review date.
3. Please do not include a photograph with your application.
2. Initial application review
1. The hiring committee reviews and scores applications based on the job description’s required and preferred qualifications.
2. IANR HR reviews our recommendations and forwards them to Institutional Equity and Compliance (IEC).
3. IEC reviews and approves our recommendations.
4. The selected candidates are offered video interviews. If you are not offered an interview, you will be contacted at this time by email.
5. Since all members of the hiring committee must attend the interview, scheduling an interview can take time.
3. Video interview
1. Video interviews typically take between 30 minutes to an hour.
2. The hiring committee has a list of questions to ask each candidate but may ask additional or follow-up questions to clarify individual experiences or answers (e.g., extent/role in research projects).
3. Sometimes, these interviews can seem stilted because we ask the same questions to every candidate. This is a step we take to decrease the likelihood of bias during the interview.
4. This is also an opportunity for the candidate to ask any questions.
5. After all the interviews are completed, each member of the hiring committee ranks the candidates according to the required and preferred qualification criteria. A meeting is scheduled with all hiring committee members to discuss and agree on candidate rankings.
6. These recommendations are sent to the department head, IANR HR, and IEC for approval.
4. In-person interview and seminar
   1. The hiring committee works out when we are all available for interviews and invites candidates.
   2. Selected candidates are invited for an in-person interview and asked to give an hour-long seminar. It is usually attended by the department pathologists and professors of SVMBS. If you are not offered an in-person interview, you will be contacted at this time by email.
   3. The seminar typically addresses the candidate’s qualifications and experiences for the role. In a pathology resident position search, the seminar may describe research, pathology cases, clinical cases, and/or teaching and outreach experience. It should demonstrate how your qualifications, experiences, professional interests, and goals best meet the needs of the position and our department.
   4. There are additional interviews with the hiring committee, SVMBS director, and future colleagues. Candidates are encouraged to take the opportunity to ask questions about the position, department culture, and other factors that may not be clear from a website.
5. After the interview
1. The department is solicited for feedback about each candidate.
2. The hiring committee contacts stakeholders providing recommendations for each candidate.
3. The hiring committee meets to discuss and rank candidates (again!) and sends their recommendations to the SVMBS director.
4. The SVMBS director asks IANR HR to make an offer to the top candidate.