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Human Resources FAQ

Thank you for your interest in joining The Forest at Duke's team.

On this page, you'll find answers to frequently asked questions about the employment process at The Forest at Duke. If you have additional questions, please contact our Human Resources team by email at HR@forestduke.org, or call us at 919-433-2365.

Explore available opportunities at The Forest at Duke by visiting our job board, then complete an online application.

Before coming to The Forest to complete an application, please call 919-433-2365 to schedule an appointment. This will ensure that a member of the Human Resources team is available to assist you with completing your application.

Please note:  All applications are completed online via our job board. Those who wish to apply on site may use one of our designated computers; each one is set up with a link to our job board for completing online applications.

After your employment application is submitted, you will receive an automatic email confirming its receipt. The application will soon be reviewed by a member of the Human Resources team. If your application passes review, HR will forward it to the hiring manager for further review and follow-up. If your employment application does not pass the HR review, you will receive an email notification.

Employment applications remain active for 90 days. After 90 days, applicants need to reapply for consideration.

Incomplete applications will not pass Human Resources review. Additionally, applicants who do not meet the minimum qualifications for the position will not pass the review.

Please note: Résumés are not accepted as a substitute for the employment application.

Yes, we have team member opportunities available in our Dining Services department.

The Forest at Duke complies with employment law requirements for minors (i.e., workers 17 years old or younger). Therefore, a work authorization is required for employment. Additionally, the candidate’s parent or legal guardian must sign certain pre-employment documents (e.g., criminal background checks).

The interview process consists of a formal in-person interview with the open position’s hiring manager. As part of the interview process, the candidate may also interview with or meet other department team members.

After the interview, if you are selected to move forward, reference checks will be completed.

Please note: References should be past supervisors or co-workers who can provide information on your work habits and skills. If this is your first job, your references should be able to provide information on your character. Appropriate references in this case might include a teacher, school counselor, or volunteer/social organization representative.

Relatives are not acceptable references.

After successful reference checks, a final employment decision will be made. If you are selected for a position, the hiring manager will contact you to make a verbal offer of employment. If you accept the verbal employment offer, a member of the Human Resources team will reach out to you regarding next steps.

Please note: An offer of employment is contingent upon the successful completion of all pre-hire and post-hire requirements. These include a sex offender check, Office of Inspector General (OIG) check, criminal background check, Tuberculosis screen, and drug screen.

After you have been given and accepted a verbal offer of employment, a member of the Human Resources team will contact you to discuss next steps. At that time, the Human Resources team member will schedule your pre-hire screening appointments at The Forest.

Please note: An offer of employment is contingent upon the successful completion of all pre-hire and post-hire requirements. These include a sex offender check, Office of Inspector General (OIG) check, criminal background check, Tuberculosis screen, and drug screen.