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STEP SIX - Due Diligence STEP SEVEN – Hiring the JLC

Due diligence ensures that the final round of candidates have been truthful in their applications. Now that you have had the chance to review the final candidates, identify your top two or three
candidates.
ᆤ Proof of educational requirements – Typically a transcript, diploma, or other document will

establish the candidate meets the minimum educational requirement (this is particularly important ᆤ Internally discuss and agree on job offer specifics for the candidate.
if a minimum requirement includes graduation from an ABA-accredited law school).
ᆤ Contact the top candidate to discuss a job offer.
ᆤ Proof of preference eligibility – If the organization advertises that Native American preference will
ᆤ The candidate may want to negotiate compensation, start dates, attendance expectations (in
be applied, then proof of such eligibility must be provided by the candidate. In some cases, the
person, remote, or a combination), and schedule.
hiring organization require proof of eligibility directly from organization itself.
ᆤ If the candidate does not accept the job offer, contact the next candidate.
ᆤ Reference checks – Generally, reference checks are an opportunity to confirm whether the
candidate exercised the duties and skills listed in their application. This is also the time to ask ᆤ This candidate may also want to negotiate the specifics.

about the success factors you gathered previously: whether the candidate demonstrated any of
ᆤ If you are not able to successfully hire a candidate, you may need to start the hiring process again.
the characteristics, skills, and attributes you identified in your most successful current and former
employees. ᆤ Once a candidate has verbally accepted the offer, make sure the final offer is committed to writing
and obtain the candidate’s written acceptance. The final offer must include the job title, nature of
ᆤ Internet checks – For better or worse, the internet is a repository of a candidate’s online activities.
position (employee, extern/intern, independent contractor), compensation, number of hours, and
You can learn about a candidate’s cultural fit, personality, passions, skills, and any potentially
start date. If your organization provides moving assistance, include that information and any other
dangerous beliefs they hold. Information in the public domain, such as applicant’s public social
documents the new JLC needs to know about joining your organization.
media account, public blogs, personal websites, or publications, can be used as a valid method to

assess the candidate’s organizational, communication or technical skills. Focus on activities that do ᆤ Contact the remaining candidates and inform them that the position has been filled. You may wish
not fall under any applicable anti-discrimination laws and policies and instead look for items such to send a personalized note if you want to build a relationship with the candidate for the future.
as hate speech, insults and bullying, illegal drugs, threats of violence, toxic language (particularly
when directed to individuals who fall under a class protected by anti-discrimination laws), violent
images, and activities that may not reflect the tribal community’s values.

If you decide to conduct a social media check, consult with your organization’s legal counsel and
inform the candidate that part of the due diligence check may include any review of public social
media.

Appendix D: Hiring Checklist Appendix D: Hiring Checklist

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