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Taking Care of Ourselves & Each Other

Introduction and What to Expect

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Residential Education (ResEd) strives to facilitate a student leader selection process that balances consistent standards and expectations with the distinctive needs and cultures of the individual houses within the neighborhoods. ResEd strives to implement a process that is fair and considerate of the experience of all participants, and provides equitable access to all participants. Undergraduate residential student leaders play a critical role in the creation of safe, inclusive residential communities that support student health and well-being. 

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Phases of the Selection Process

1. Application

Location managers are those individuals (Resident Fellows, current student leaders, or Residential Education professional staff) who review applications, conduct interviews, and submit lists that will inform appointment decisions. Location managers are encouraged to provide information to applicants about the values that inform the house community, what qualities are desired in student leaders, and what is distinctive or cherished about the culture in the house. Some houses signal these values through the use of supplemental application questions. Thoughtful answers to these questions allow applicants to demonstrate interest and compatibility with that house. 

Applicants are encouraged to learn about houses before they apply and to rank only those houses in which they want to staff. It’s equally important for applicants to decide what they do not want in a house or role. Though it may be tempting to assume that houses with similar populations or geography are very similar (such as the all-frosh houses), it’s important to explore what differentiates houses and make thoughtful decisions about which houses will offer the best fit. This is especially true with the implementation of the neighborhoods, which strive to create a coherent and supportive experience for students in the undergraduate residences. 

The application asks for short essay responses allowing students to share their interest in being a student leader. We strongly encourage applicants to type their responses in a word document, save their content, and then spell-check their content before submitting the application. Questions from last year’s application are below:

  • Foster Community and Belonging: Every undergraduate should feel a firm sense of belonging at Stanford. What skills, experiences, and ideas will influence how you foster community and belonging in your residence? Given that our community has been disrupted by the pandemic, how has this period shaped the ways you hope to build community in this role?
  • Promote and Model Equity and InclusionEngaging with others in a diverse community is an essential element of a Stanford undergraduate education. Describe what perspective and actions you can bring to your residential community to support identity awareness, appreciation of diversity, and commitment to inclusiveness. How would you measure the impacts of your efforts?
  • Promote and Model Health, Safety, and Well-BeingHealth and well-being are essential to living well in a community, and staff play a pivotal role in modeling behavior. Share an example of a time when you participated in a collective wellbeing activity? What might you do if/when community members aren’t experiencing wellness despite your efforts?
  • Advance Personal and Intellectual GrowthThe essential conviction of Residential Education is that living and learning should be integrated, not separate. What do you think students should learn from living in the residences?
  • Operational ResponsibilitiesServing as a residential student staff member involves a range of complex responsibilities. Success depends on strong core principles and values. Please share an example of when your values and habits of mind shaped your accountability and communication practices.
  • NeighborhoodsThe neighborhood model brings the opportunity to reshape residential communities at Stanford. This opportunity, while challenging at times, will have a great impact on all members of our Stanford community. How would you contribute to the building and sustaining of community within your neighborhood?

Applicants must submit the full application by the deadline. ResEd will not modify incomplete applications to make them complete and will not accept incomplete applications. An important part of being a student leader is paying attention to details such as selecting the correct houses on the application, completing all portions of the application, reading and agreeing to expectations of the role, and successfully submitting the application according to the directions. For these reasons, we strongly encourage applicants to begin and complete the application well in advance of the deadline to avoid technical difficulties and/or misunderstandings, as neither are considered for exception to the deadline.

2. Interview  

Interviews provide an opportunity for applicants to learn about houses and for location managers to learn about applicants. Each applicant should have no more than two interviews per position in each house; this cap is to help limit the amount of time applicants spend in interviews. Some houses offer a combination of group and individual interviews; houses determine the format, sequence, and contents of these interviews. Houses also determine whether, when, and how applicants are invited to interviews. Interviews may be virtual or in person depending on the preference of the house.

Interviews take place during the entire month of February. We suggest that candidates carefully choose which houses they apply to and be mindful of the time commitment it takes to interview during the Winter Quarter. For instance, some interviews may take place during the same week as midterm projects and exams.

3. The Match 

ResEd uses the Gale-Shapley algorithm to produce optimal matches between applicants’ and houses’ preferences. Neither location managers nor applicants should attempt to circumvent or control “The Match” by communicating their intentions about their ranked lists. Applicants and location managers should compose their lists free from pressure or influence. You can learn more about The Match by watching this short video

4. Post Match  

The Post-Match process is the process whereby houses will fill any vacancies after The Match. All houses with vacancies will be able to review applications of any unmatched applicant (including those who applied by the deadline, regardless of whether they applied to the role or house originally). When houses have decided they would like to extend an offer, they will notify selection@stanford.edu.  You will access this process via the Post-Match portal in selection.stanford.edu.  All offers must be given by ResEd and accepted by applicants via selection.stanford.edu to ensure that future student leaders are able to agree to/sign their student leader agreements and to avoid any undue pressure on applicants to accept an offer without considering it fully. 

A Few Things to Note for Applicants

  • Your application will be provided to all houses with student leader vacancies and some may contact you and invite you to interview with them for an open position on their team. 
  • You may check the clock icon next to “Post Match” to display the start and end time of each step.
  • If you receive a placement you must confirm or decline this placement within 48 hours or your placement will be withdrawn. Go to Appointment Status in Post Match to confirm your placement. 
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ResEd Stipulations

  • Reports may be submitted anonymously by not completing the reporter information section of the form. Please note that reporting anonymously may limit ResEd’s ability to follow up and respond to the alleged behavior(s).
  • If you choose to report anonymously, please consider providing some method to contact you, even if it is still anonymous, so that we may gather additional information, if needed. Please note that ResEd may not be able to inform reporters about the actions taken in response to a report. If any follow up information can be shared with the reporter, ResEd professional staff will make every effort to do so.
  • University policy prohibits retaliation against individuals who raise concerns of perceived discrimination or harassment or who participate in the investigation of any claim of discrimination or harassment. Retaliation is any materially adverse action that would dissuade a reasonable person from making or supporting a claim of harassment or discrimination. 
  • University policy prohibits retaliation against individuals who raise concerns of perceived discrimination or harassment or who participate in the investigation of any claim of discrimination or harassment. Retaliation is any materially adverse action that would dissuade a reasonable person from making or supporting a claim of harassment or discrimination.
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ResEd will make every attempt to safeguard the identify of the person sharing a concern (“reporter”), consistent with legal responsibilities and our need to review and intervene.

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Expectations for Participants 

To ensure applicants and location managers are operating from a similar set of principles in the Selection process, we set forth the following expectations for participants in the Selection process: 

Location Managers Should Follow Legal Hiring Practices

Location managers should not ask questions about or make ranking decisions with reference to protected classes: race, color, ancestry, religion, sex (including pregnancy, childbirth, and related medical conditions), disability (physical or mental), genetic information, marital status, sexual orientation, gender identity and gender expression, AIDS/HIV status, medical condition, political activities or affiliations, military or veteran status, and status as a victim of domestic violence, assault, or stalking.

The one exception in this context is that gender can be taken into account as a condition on a house's ranked list since some housing assignments are made on the basis of gender.  

Location Managers Should Strive for Equitable Treatment of Applicants

Location managers should treat applicants professionally, fairly, and consistently (e.g., they should focus on relevant issues, ask similar questions, interact with applicants under similar circumstances/conditions, and communicate with applicants in similar/consistent ways). 

  • Location managers should be mindful that subtle differences in interactions or communications can signal unintended messages to applicants.

Location Managers Should Strive for Transparency about their Process

Whenever possible and practicable, we encourage location managers to share information about the timing of the process for their house. Knowing roughly when first or second round interviews are being held, or when invitations to interviews will be communicated, can reduce stress and uncertainty for applicants. 

All Participants Should Honor Others' Time

Applicants should only apply to houses they are genuinely interested in serving or learning more about. If an applicant needs to cancel or reschedule an interview, they should communicate with the location manager at least 24 hours in advance. Location managers and applicants should arrive for and begin interviews on time.

All Participants Should Maintain the Integrity of the Match

Applicants should not know whether/how hiring managers intend to rank them on their preference lists. Resident Fellows should not share this information with applicants or current student leaders either explicitly or implicitly. Location managers should not extend or communicate informal offers for any position. Location managers should not attempt to influence how an applicant composes their ranked list and should neither disclose their intentions or ask an applicant to disclose their intentions. Applicants should not disclose their intentions to location managers.

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Lasting Benefits of Student Leadership Positions

  • Community Building
  • Relationship Development
  • Interpersonal Communication Skills 
  • Public Speaking
  • Active Listening
  • Negotiating
  • Budgeting
  • De-escalation/Conflict Mediation Skills
  • Time Management
  • Emergency Responses
  • Teamwork in Collaborative Settings
  • Business Communication
  • Self-Confidence and Self-Discovery
  • Critical Thinking
  • Problem Solving
  • Knowledge of Campus Resources
  • Knowledge of Community Resources
  • Knowledge of University and Administrative Processes
  • Knowledge of the Interplay Between Diversity, Equity, Inclusion, and Belonging
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Questions and Concerns

  • If you have questions, please ask us! The Selection Team can always be reached with questions. A team member will respond within one business day.
  • If you have concerns, please share them with us. Any participant with concerns about the integrity of the Selection process is invited to share those concerns with the ResEd Selection Team via the following form: Report a Concern. ResEd will make every effort to follow up on any concern that is not aligned with our expectations for participants.