Recruiting, selecting, and onboarding candidates for positions at the Stanley Center is done in accordance with our values and principles, with concerted effort made to mitigate any unconscious bias. In the interest of transparency and helping candidates feel at-ease, the process generally proceeds through the following steps.
The director of people and culture, in collaboration with the communications department, uses a range of sourcing channels, including job boards and social media, to attract a pool of diverse and qualified candidates. Referrals from current employees are welcome and encouraged, though all job candidates are evaluated based on the same standards. The hiring pay range for each position is publicly displayed on all job advertisement postings. In addition:
The initial screening process involves a structured review of resumes, cover letters, and other requested application materials to identify candidates who meet the required and/or desired qualifications specified in the job description. Application data is handled with strict confidentiality, ensuring compliance with data protection and privacy laws. Applicants who do not progress in the process will be informed promptly. To mitigate any unconscious bias in this step in the recruitment process:
Shortlisted candidates undergo a structured interview process, that includes phone, virtual, and/or in-person stages. If selected for an in-person interview, the Stanley Center will arrange or reimburse the candidate’s travel expenses. Interviews are conducted by an interview panel that includes the director of people and culture, the hiring manager, and others depending on the position. Interviewers use consistent interview questions based on the role’s requirements to reduce bias and ensure that all candidates are evaluated fairly. To mitigate any unconscious bias in this step in the recruitment process:
Final candidates are evaluated based on qualifications, experience, and alignment with the Stanley Center for Peace and Security’s vision, mission, and values. After a thorough review with the hiring manager, the director of people and culture presents a formal job offer to the selected candidate, which includes details on salary within the publicly posted pay range, benefits, and terms of employment. All offers are contingent on the completion of a satisfactory background and reference check. To mitigate any unconscious bias in this step in the recruitment process, the center:
The Stanley Center is committed to ensuring a respectful and professional experience for all candidates. The center aims to communicate promptly with candidates throughout each stage of the recruitment process, providing updates on their application status. Our goal is to create a lasting, positive impression, regardless of the hiring outcome.
To protect the integrity of our hiring process, all offers of employment are contingent on completing background checks and reference verifications. Depending on the role, this may include verification of education, previous employment, criminal background (where legally permitted), and other relevant checks. The Stanley Center is committed to handling all background checks in accordance with applicable laws, ensuring that candidate information is managed securely and respectfully. We evaluate background checks individually, recognizing that past justice system involvement does not automatically disqualify a candidate.
We encourage current employees to apply for internal job openings and actively support career growth within the organization. Internal candidates are assessed based on experience, qualifications, performance, and alignment with the role. This policy supports our commitment to developing and promoting talent from within, offering employees opportunities for career advancement and job enrichment. All internal applicants will undergo a fair and structured assessment, and interview feedback will be provided to those who are not selected.
The Stanley Center takes data protection seriously. All candidate information collected throughout the recruitment process will be handled in strict compliance with applicable privacy laws and our internal data protection policy. Candidate information will be stored securely and only accessible to authorized personnel directly involved in the hiring process. Personal data of unsuccessful candidates will be retained only for as long as necessary to fulfill legal obligations and support future hiring needs.
The director of people and culture is responsible for maintaining accurate and up-to-date records of all employee recruitment activities, including job postings, interview notes, and selection criteria. These records will be stored securely for a minimum of one year after the completion of each hiring process. Accurate record-keeping ensures compliance with legal requirements, supports internal and external audits, and promotes transparency in the recruitment process.
The Stanley Center is committed to the principles of diversity, equity, and inclusion and will recognize and address barriers to employment. We provide equal employment opportunity to all employees and applicants and prohibit discrimination based on race, ethnicity, gender, age, sexual orientation, gender identity or expression, pregnancy, physical or mental disabilities, physical appearance, parental/caregiver status, creed, religion, education, socioeconomic background, military service/history, nation of origin, preferred language, accent or dialect, prior justice system involvement, genetic information, or any other legally protected class in accordance with applicable federal, state, and local laws.
The center is committed to ensuring equal employment opportunities for and intentional recruitment of people who are members of groups that have been subject to discrimination, disadvantage, or underestimation.