{"text_format":"3","workbook":"xlsx","n_sheets":9,"sheets":["1. Steps for a New Hire","2. D&I Statement","3. Committee Members","4. Phone Interview Template","5. Phone Interview Evaluation","6. In Person Question Template","7. In Person Evaluation","8. Offer Letter Template","Data Validation"],"read":"whole","date_system":"1900"}

{"sheet":"1. Steps for a New Hire","index":0,"n_rows":57,"n_cols":5,"rows_kept":57,"merged":[[0,0,0,4],[1,0,1,4],[8,0,8,4],[10,0,11,0],[10,1,11,1],[10,3,11,3],[10,4,11,4],[16,0,17,0],[16,1,17,1],[16,3,17,3],[16,4,17,4],[18,0,18,4],[25,0,25,4],[29,0,29,4],[36,0,36,4],[47,0,47,4]]}
["Hiring Steps for all Mendoza Positions"]
["Preparing to Post"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Hiring Manager to create SPMF/PD for posting ",null," SMPF Template"]
[null,2,"Hiring Manager sends PD, along with request to post and justification for hire to Director of Administration"]
[null,3,"Director of Administration will work with the Dean to submit justification and gain Provost Office approval (for new FTE only)"]
[null,4,"Director of Administration will send PD to Comp Team for review, level and approval to post"]
[null,5,"Director of Administration will send PD back to Hiring Manager with memo completed from HR"]
["Posting position & Search Committee"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Hiring Manager enters posting into ND Jobs and reviews Hiring Manager Toolkit "," We are competing for talent and simply copying and pasting the PD into the posting is not effective. The posting is a marketing tool and opportunity that should be utilized to excite candidates about your open\nrole and Mendoza. ","https://jobs.nd.edu/hr/sessions/new \n"]
[null,null,"https://www.google.com/url?q=https://hr.nd.edu/nd-faculty-staff/toolkits/hiring-manager-toolkit/%23AC&sa=D&source=calendar&ust=1624986019435000&usg=AOvVaw1wxURnpa-gOdo_cu8-AQDS"]
[null,2,"Director of Administration will review job posting and assign Diversity Catalyst"]
[null,3,"Hiring Manager will schedule a meeting with the Director of Administration, Diversity Catalyst and HR Recruiter for intake meeting to consider recruiting strategy, discuss key job requirements, & identify selection committee.","Hiring manager reaches out to Kara Palmer (kpalmer4@nd.edu) & Caity Daus  (cdaus@nd.edu) to set up meeting. "]
[null,4,"Director of Administration will approve posting and send to HR","  "]
[null,5,"HR Recruiter will post position and send notice to Hiring Manager and Director of Administration"]
[null,6,"Hiring Manager to send an invitation to the Selection Committee and then schedule a pre-interview meeting to discuss the following\n - Key skills/abilities required for the job\n- Selection Committee expectations\n- Timeline\n- Team culture/nuances\n- Identify interview themes\n- Distribute sample interview questions ",null,"See Committee Members Tab 3"]
[null,null,"https://www.google.com/url?q=https://hr.nd.edu/assets/425687/behavioral_int_listing.doc&sa=D&source=calendar&ust=1624986019435000&usg=AOvVaw2GZCfCzBWLl4Ps2CtprG9X"]
["Reviewing Candidates"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Hiring Manager (and possibly HR Recruiter) will do first review of all applicants and identify candidates to move to phone Interview","Select \"Moved to Phone Interview\" in HR posting tool (jobs.nd.edu) "]
[null,2,"Hiring Manager to inform HR Recruiter of phone interview list prior to scheduling phone interviews","Email Caity Daus (cdaus@nd.edu) a list of who has been selected for phone interview"]
[null,3,"HR Recruiter to confirm Hiring Manager has met market availability in phone interview pool","HR will identify a market availability % for the position.  The recruiter will let you know if you have met this % in your phone interview pool.  If you have not, your recruiter may ask that you consider other candidates in the pool, look at extending the posting deadline, or look at new recruiting options"]
[null,4,"Once approval received, Hiring Manager to conduct phone interviews",null,"See Phone Interview Question Template on Tab 4 "]
[null,5,"Release candidates that do not meet minimum requirements (those who will NOT receive a phone interview)","In HR posting tool (jobs.nd.edu) move candidates to \"Not Selected, Screen Email Now\" for those that will not be moving forward in the process"]
["Phone Interviews"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Hiring Manager to complete evaluation sheet for phone interviews and inform HR Recruiter as to who is moving to in-person interview","Email Caity Daus (cdaus@nd.edu) a list of who has been selected for in person interview","See Phone Interview Evaluation Form Tab 5"]
[null,2,"Identify candidates to move to in person interviews"]
["In Person Interviews"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Inform HR Recruiter to offer ERG meetings to candidates","Email Caity Daus  (cdaus@nd.edu) to offer ERG option"]
[null,2,"Choose In-person interview location and obtain approval from Dean for on campus visits per COVID protocol","Mindful of location and how it speaks to our culture"]
[null,3,"Conduct In-person interviews",null,"See Example In-Person Interview Questions on Tab 6 "]
[null,4,"Hiring Committee members to fill out evaluation for in-person interviews.","Committee members to fill out and send to hiring manager within 24 hours of interview","See in-person interview evaluation - Tab 7"]
[null,5,"Capture in-person interview evaluations","Hiring Manager to complete interview evaluation","See in-person interview evaluation - Tab 7"]
["Candidate Selection & Offer"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Reconviene Selection Committee meeting to discuss feedback and determine final candidate"]
[null,2,"Present final candidate to Senior Leader and Director of Administration for approval"]
[null,3,"Conduct reference checks and review past performance reviews with HR recruiter if internal candidate"]
[null,4,"Work with Director of Administration on offer details (salary, relocation, etc.)"]
[null,5,"Hiring manager to send signed copy of offer letter to Director of Administration"]
[null,6,"Make offer to candidate, once accepted, click “offer made,” triggering communication to the candidate","See Hiring Offer Template","See Hiring Offer Template Tab 8"]
[null,7,"Hiring Manager to personally notify all phone interview and in-person interview candidates that have not been selected","Once candidate accepts move all other candidates \"Notified by Hiring Manager\" "]
[null,8,"HR initiates background check & drug test"]
[null,9,"HR to send \"Clear to Hire\" email for external candidates"]
["Hire and Onboarding"]
["Complete?","Step","Description","Notes","Links"]
[null,1,"Hiring Manager to forward “Clear to Hire” email from HR to Director of Administration"]
[null,2,"Hiring Manager to communicate new hire to Selection Committee & Team",null,"https://exchange.mendoza.nd.edu/media/1275/manager-checklist-11821.pdf"]
[null,2,"Hiring Manager to review Manager's Onboarding Checklist",null,"https://exchange.mendoza.nd.edu/media/1275/manager-checklist-11821.pdf"]
[null,3,"Director of Administration will initiate process to inform IT, Faculty Support and Facilities to \nprepare for onboarding"]
[]
["Things to Remember:"]
["1. We are looking for a \"cultural add, not a cultural fit\""]
["2. You will have to be proactive with this process and timeline"]

{"sheet":"2. D&I Statement","index":1,"n_rows":3,"n_cols":1,"rows_kept":3}
["DE&I Statement for Job Posting"]
["Hiring Managers should include this language in all postings."]
["What makes Mendoza College of Business special?\n\nAt the Mendoza College of Business, diversity, equity and inclusion are foundational to our imperative to Grow the Good in Business™: to educate business leaders who focus on contributing to everyone in society, cooperating in solidarity, and creating a culture where we succeed and grow together. In addition, we embrace the University's core values of Accountability, Integrity, Teamwork, Leadership in Excellence & Leadership in Mission. \n\nMendoza College of Business Commitments to a Diverse and Inclusive Culture\n\n•        To treat every person with dignity and respect\n•        To value our cultural differences \n•        To harness the strength of our diversity \n•        To commit ourselves to the mission of equality for all\n•        To be diligent in our efforts to listen, learn, and grow with one another\n\n\n\n"]

{"sheet":"3. Committee Members","index":2,"n_rows":16,"n_cols":4,"rows_kept":16,"merged":[[15,0,15,4]]}
["Forming an Interview Committee"]
["You will form an interview committee of 5 - 7 people, including yourself, in order to several different viewpoints."]
["Each Committee Member will interview on a specific competency in order to reduce redundancy and reduce bias"]
["Complete?","Member #","Role","Names"]
[null,1,"Hiring Manager"]
[null,2,"Hiring Manager's Supervisor"]
[null,3,"Program/Academic Director and/or Associate Dean (if in a program specific role)"]
[null,4,"Technical / Subject Matter Expert(s) - Likely a peer on team member"]
[null,5,"Diversity Catalyst - Member of the Mendoza DE&I Council on the Recruiting and Talent Subcomittee"]
[null,6,"Optional: A College partner the candidate would work closely with"]
[null,7,"Optional: Director of Administration"]
[null,8,"Optional: HRC/Talent Acquisition Consultant - One of:\n1. Caity Daus\n2. Diversity Recruiter\n3. Jennifer LaPrad"]
[]
["Email Communication to Invite Selection Committee Members:"]
[]
["Dear X,\n\nI am interviewing for X position and am hoping that you are available to serve on the selection committee. I plan to interview candidates the week of X. Please see the attached job description. I will be scheduling a time to connect on key requirements and competencies required for the role. I will provide the resumes for the final candidates, and will schedule an interview time based on your availability. Please let me know if you have any questions. Thank you for your time. "]

{"sheet":"4. Phone Interview Template","index":3,"n_rows":20,"n_cols":3,"rows_kept":20,"merged":[[3,0,3,1]]}
["Phone Interview Question Template"]
["The purpose of a phone interview is to see if a candidate has relevant experience for the position. "]
["It is important to enter phone interviews with an open mind. You will be assessing experience as well as soft skills."]
["Interview Question",null,"Response"]
[1]
[2]
[3]
[4]
[5]
[6]
[7]
[8]
[9]
[10]
[]
[]
[null,"Sample Interview Questions","Response"]
[null,"1. Tell me about yourself.\n2. What interests you most about this position?\n3. What interests you most about joining Notre Dame?\n5. Describe your current job responsibilities\n6. How are your skills a match for this position?\n7. Why are you looking for a new position?\n8. Tell me more about X on your resume.\n9. What questions can I answer for you?","Candidate should have a specific answers connecting their experience to the position. We are evaluating if their experience is good fit for the position and if they understand that Notre Dame is a mission-based organization."]
[]
[null,"Number of Candidates Interviewed by Phone: "]

{"sheet":"5. Phone Interview Evaluation","index":4,"n_rows":38,"n_cols":7,"rows_kept":38,"merged":[[0,0,0,6],[1,0,1,6],[2,0,2,6],[3,0,3,1],[3,2,3,3],[3,4,3,6],[4,0,4,1],[4,2,4,3],[4,4,4,6],[5,0,5,1],[5,2,5,3],[6,0,6,1],[6,2,6,3],[6,4,6,6],[8,0,8,6],[9,2,9,3],[10,0,12,1],[10,2,12,6],[14,0,14,6],[16,0,18,1],[16,2,18,6],[21,0,21,1],[21,2,21,5],[22,0,24,1],[22,2,24,5],[22,6,24,6],[25,0,27,1],[25,2,27,5],[25,6,27,6],[28,0,30,1],[28,2,30,5],[28,6,30,6],[31,0,33,1],[31,2,33,5],[31,6,33,6],[34,0,36,1],[34,2,36,5],[34,6,36,6],[37,0,39,1],[37,2,39,5],[37,6,39,6],[40,0,40,1],[40,2,42,5],[40,6,42,6],[41,0,41,1],[42,0,42,1],[43,0,43,1],[43,2,45,5],[43,6,45,6],[44,0,44,1],[45,0,45,1],[46,0,46,1],[46,2,48,5],[46,6,48,6],[47,0,47,1],[48,0,48,1],[49,0,49,1],[49,2,51,5],[49,6,51,6],[50,0,50,1],[51,0,51,1],[52,0,52,1],[52,2,54,5],[52,6,54,6],[53,0,53,1],[54,0,54,1],[55,0,55,1],[55,2,57,5],[55,6,57,6],[56,0,56,1],[57,0,57,1],[58,0,58,1],[58,2,60,5],[58,6,60,6],[59,0,59,1],[60,0,60,1]]}
["Phone Interview Evaluation"]
["Hiring Manager will complete this evaluation for each phone interview."]
[]
["Hiring Manager",null,"Candidate Name",null,"Recommendation"]
[]
["Interview Date",null,"Position Title ",null,"Demonstrated Values"]
[]
[]
["Resume Review"]
["Questions",null,"Notes on Candidate Response"]
[]
[]
[]
[]
["Information Regarding the Opportunity (Hiring Manager)"]
["Specifics of the Position",null,"Notes on Candidate Response"]
[]
[]
[]
[]
[{"$nulls":6},"Rating Scale"]
[null,null,"Notes on Candidate Response",{"$nulls":3},"(1 - 5; 1=Low, 5=High)"]
["Interest in Position"]
[]
[]
["Interest in Notre Dame"]
[]
[]
["Decision Making"]
[]
[]
["Relevant Experience"]
[]
[]
["Why Looking for New Position"]
[]
[]
["Other"]

{"sheet":"6. In Person Question Template","index":5,"n_rows":25,"n_cols":3,"rows_kept":25,"merged":[[0,0,0,2],[1,0,1,2],[2,0,2,2],[3,0,3,1]]}
["In-Person Question Template"]
["You will form an interview committee of 5 - 8 people, including yourself, in order to gather several different viewpoints."]
["Each Committee Member will interview on a specific competency in order to reduce redundancy and bias."]
["Interview Question",null,"Response"]
[1]
[2]
[3]
[4]
[5]
[6]
[7]
[8]
[9]
[10]
[]
[]
[null,"Sample Interview Questions","Response"]
[null,"Information to Provide Candidate: \n•   Day-to-day experiences of the job\n•   Rewards of the job\n•   Organizational culture\n•   Roles the position will interact with\n\n1. What is your most significant professional accomplishment?     \na. Why was this project important to you?\nb. Who else was involved?\nc. What were the biggest challenges and how did you overcome?\n\n\n\n\n","Candidate should have a specific explanation of a complex project. Through this one question the candidate should touch on motivations, values, problem solving, adaptability and teamwork etc."]
[null,"Leadership: \n1. Give me an example of when you showed initiative and took the lead in a professional setting when others were not. How were your actions received by others? \n2. Have you had to convince a team to work on a project they weren't enthusiastic about? How did you do it? \n3. What is the most critical feedback you have ever received?\n4. What is the toughest group that you have had to get cooperation from? Describe how you handled it. What was the outcome?\n5. Tell me about a leader you have worked with who you greatly respect. What about their managing style appealed to you?\n6. In a supervisory or group leader role, have you ever had to discipline or coach an employee? What steps did you take? How did that make you feel? How did you prepare yourself?\n\nDecision Making:\n1. What was the most difficult decision in the last 6 months? What made it difficult? \n2. Describe a situation in which you thought you had solved a problem, only to have it resurface later. How did you approach the problem differently when it resurfaced? What did you learn that you applied to future decisions?\n\n\n\n","Candidate should enjoy assisting others to achieve a common goal and provide examples of how they are able to effectively delegate tasks. "]
[null,"Teamwork:\n1a. What kind of dynamic do you look for in a team you are leading?\n1b. Describe a team experience you found rewarding.\n1c. Describe a team experience you found disappointing. What would you do differently next time?\n2.  What is your approach to building a culture of teamwork and collaboration? Can you give examples of how you have demonstrated this in the past?\n3.  What do you see as the challenges and benefits of leading a diverse team? \n4.  Give an example of when you had to work with someone who was difficult to work with. What made the situation difficult? How did you handle interactions with that person? \n\nCollaboration:\n1. Give an example of a time when you were working on a project and had difficulty getting cooperation from a group outside of your team that was vital to the completion of the project. How did you go about requesting assistance?\n2. How would you approach maintaining and improving relationships with campus partners whom you may share responsibilities?\n3. What do you think are the most important factors in maintaining these relationships?","Candidate should value working relationships, understand how important working relationships are for ND, and demonstrate they are prepared to work at making relationships function well."]
[null,"Inclusivity:\n1. What do you think an ideal workplace culture looks like? How have you modeled behavior in the past or implemented plans that contribute to that sort of culture?\n2. How has your background and experience prepared you to be effective in an environment that holds diversity as core to our mission and values?\n3. What does it mean for you to have a commitment to diversity? How have you demonstrated that commitment, and how would you see yourself demonstrating that commitment at ND?\n4. In your experience, what are the challenges faced by members of historically underrepresented groups in the workplace? What strategies have you used to address these challenges, and how successful were those strategies?\n5. Have you encountered concerns about \"chilly climate\" raised by members of identity groups that have historically experienced discrimination? If so, how have you handled them?\n6. Have you ever realized you had said or done something that may have been offensive to a colleague? How did you respond to that realization, and what was the outcome?\n7. Tell me about a time that you adapted your style in order to work effectively with those who were different from you.\n8. What kinds of experiences have you had in relating with people whose backgrounds are different than your own?\n9. What efforts have you made, or been involved with, to foster cultural competence?\n\n","Candidate should demonstrate a commitment to consistently improving themselves in the area of diversity and inclusion and proactively treating each team member with dignity and respect."]
[null,"Organizational Awareness: \n1. To the best of your ability, describe what our division does and what you think makes it unique. Where do you think the biggest challenges lie for this division? \n2. Discuss the decisions you have made that have led you to seek a job at Notre Dame. \n\nProblem Solving:\n1. Describe a work-related project you have completed that required creativity to accomplish the goal? What was different or unique about your ideas or processes?\n2. Give an example of a time you identified a small problem and took action to fix it before it became a major problem. What were the potential pitfalls you were trying to avoid?\n3. Recall a time when you were assigned a complex project. Specifically, what steps did you take to complete the project? Were you happy with the outcome? What would you do differently next time?\n4. Give me an example when you initiated a change in process or operations.  ","Candidae should have a definitive explanation of their values and how those align with those of Notre Dame. They should have done their research and have a clear understand of what working at Mendoza and Notre Dame entails."]
[null,"1. Give me an example of an important goal which you had set in the past and tell me about your success in reaching it.\n2. Give examples of your experiences in a job that were satisfying. Give examples of your experiences that were dissatisfying. \n3. Describe why you are motivated to pursue and succeed in this role you are applying for?  What are you truly passionate about?\n4. Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. \n5. Describe the most creative work-related project you have completed.\n6. Give some instances in which you anticipated problems and were able to influence a new direction. \n\n","Candidates answer should show consistency in initiating positive actions. Candidate should provide examples where they were able to start projects on their own or motivate others to do on without the prompt of managers. "]
[null,"1. Describe in instance when you had to think on your feet to extricate yourself from a difficult situation. How did those involved react?\n2. Give an example of a time where there was a shift in goals and/or resources. What effect did it have on your work? How did you respond?\n3. Recall a time when your manager was unavailable when a problem arose? What was the nature of the problem? How did you handle that situation? How did that make you feel?\n4. Describe a time that you volunteer to expand your knowledge at work, as opposed to being directed to do so. What compelled you to seek out the opportunity?\n5. When was the last occasion you asked for direct feedback from a superior or a customer? How did you use that knowledge to improve your personal performance?","Candidate's example should show they are able to absorb new information and situations quickly. "]
[null,"1. Can you tell me about  a time when you did something outside of the routine activities assigned to you for the benefit of the customer? What was their reaction? Did the appreciate your efforts?\n2. Give an example of a time you had to turn down a request from a valued client. What were the reason you had to had to turn it down? How did you attempt to resolve the situation?\n3. Tell me about a recent situation in which you had to deal with a very upset customer or client. What was your role in diffusing the situation?","Candidate's answer should show they are accommodating and eager to assist customer needs while being cautious enough not promise more than what can be delivered."]

{"sheet":"7. In Person Evaluation","index":6,"n_rows":63,"n_cols":7,"rows_kept":63,"merged":[[0,0,0,6],[1,0,1,6],[2,0,2,6],[3,0,3,1],[3,2,3,3],[3,4,3,5],[4,0,4,1],[4,2,4,3],[4,4,4,6],[5,0,5,1],[5,2,5,3],[5,4,5,6],[6,0,6,1],[6,2,6,3],[7,0,7,1],[7,2,7,3],[7,4,7,6],[9,0,9,6],[10,2,10,3],[11,0,13,1],[11,2,13,6],[15,0,15,6],[17,0,19,1],[17,2,19,6],[22,0,22,1],[22,2,22,5],[23,0,25,1],[23,2,25,5],[23,6,25,6],[26,0,28,1],[26,2,28,5],[26,6,28,6],[29,0,31,1],[29,2,31,5],[29,6,31,6],[32,0,34,1],[32,2,34,5],[32,6,34,6],[35,0,37,1],[35,2,37,5],[35,6,37,6],[38,0,40,1],[38,2,40,5],[38,6,40,6],[41,0,43,1],[41,2,43,5],[41,6,43,6],[44,0,46,1],[44,2,46,5],[44,6,46,6],[47,0,49,1],[47,2,49,5],[47,6,49,6],[50,0,52,1],[50,2,52,5],[50,6,52,6],[53,0,55,1],[53,2,55,5],[53,6,55,6],[56,0,58,1],[56,2,58,5],[56,6,58,6],[59,0,61,1],[59,2,61,5],[59,6,61,6],[62,0,64,1],[62,2,64,5],[62,6,64,6]]}
["In-Person Evaluation"]
["Each Committee Member will  complete this evaluation."]
["This evaluation should be returned to the Hiring Manager within 24 hours of the interview."]
["Committee Member Evaluating:"]
["Hiring Manager",null,"Candidate Name",null,"Recommendation for Hire"]
[]
["Interview Date",null,"Position Title ",null,"Demonstrated Values"]
[]
[]
["Resume Review"]
["Questions",null,"Notes on Candidate Response"]
[]
[]
[]
[]
["Information Regarding the Opportunity (Hiring Manager)"]
["Specifics of the Position",null,"Notes on Candidate Response"]
[]
[]
[]
[{"$nulls":6},"Rating Scale"]
[{"$nulls":6},"(1 - 5; 1=Low, 5=High)"]
["Competency",null,"Notes on Candidate Response",{"$nulls":3},"n/a (not observed)"]
["Behavioral"]
[]
[]
["Leadership / Communication"]
[]
[]
["Decision Making"]
[]
[]
["Teamwork"]
[]
[]
["Collaboration / Relationships"]
[]
[]
["Inclusivity"]
[]
[]
["Organizational Awareness"]
[]
[]
["Problem Solving"]
[]
[]
["Technical"]
[]
[]
["Career Motivation / Initiative"]
[]
[]
["Adaptability"]
[]
[]
["Ability to Learn"]
[]
[]
["Customer Service Orientation"]
[]
[]
["Other"]

{"sheet":"8. Offer Letter Template","index":7,"n_rows":2,"n_cols":1,"rows_kept":2}
["Offer Letter Template\nPaste into Notre Dame Letterhead"]
["DATE    \n\nFIRST AND LAST NAME\nADDRESS\n\nDear NAME,\n\nThis is a great day in the many chapters that comprise the history of the University of Notre Dame! I am both pleased and gratified to extend an offer to you for the position of ______at the Mendoza College of Business starting on DATE. \n\nI make this offer to you on behalf of the University and under the following terms:\n\nSupervisor:\nYou will report to NAME, TITLE.  \n\n Salary: \nAnnual base salary of $ or the hourly rate of $ paid bi-weekly at the following level.\n\n Benefits:\nAs a member of the Notre Dame staff, your benefits will continue as outlined on the office of human resources website: \n\nHTTP://hr.nd.edu/benefits/benefitsinbrief.shtml.\n\nThe offer of employment is contingent upon your successful completion of a pre-employment drug screen and a criminal background check.  Please contact Caity Daus directly at 574-631-5903 to initiate the pre-employment checks.   The results of the test will need to be received prior to your employment date.\n\nPlease note that administrative positions at Notre Dame, including the position offered to you in this letter, are “at will” positions, and that this offer letter does not constitute a contract for employment.\n\nI am honored and enthusiastic to work with you in building the world’s most distinguished Catholic university, devoted to knowledge, faith and service. At your convenience, please return this original offer letter signed and dated to acknowledge your agreement with the terms and conditions of the offer, retaining a copy for your own personal records.\n\nYours in Our Lady,\nNAME\nTITLE\n\nI, the undersigned, accept and acknowledge the terms and conditions of this offer. \n\n_________________________________    Date: ___________________\nNAME\n\n"]

{"sheet":"Data Validation","index":8,"n_rows":8,"n_cols":1,"rows_kept":8,"hidden":true}
["Hold for Consideration"]
["Discontinue Process"]
["Move to In-person Interview"]
[]
[]
["Not Recommended"]
["Recommended"]
["Highly Recommended"]