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Human Resources Frequently Asked Questions

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

Here you will find answers to questions about the employment process. If you have additional employment questions, please contact Human Resources via email (HR@forestduke.org) or phone (919-433-2365).

The first step in exploring the opportunities at The Forest at Duke is to visit our job board to view open positions then complete an online employment application.

Prior to coming to the community to complete an employment application, please call 919-433-2365 to schedule an appointment.  This will ensure that a member of the Human Resources (HR) team will be available to assist you with completing your employment application.

Please Note:  All applications are completed online via our job board; we have designated computers set-up with our job board link for completing online applications.

After the employment application has been submitted, the applicant will receive an automatic email confirmation.  The employment application will be reviewed by a member of the Human Resources (HR) team.  If the applicant’s employment application passes review, HR will forward the employment application to the Hiring Manager for further review and follow-up.  If the applicant’s employment application does not pass HR review, the candidate will receive an email notification.

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

Employment applications that are incomplete do not pass HR review.  Additionally, applicants that do not meet the minimum qualifications for the position do not pass Human Resources (HR) review.

Please Note: Resumes are not accepted in lieu of 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.  Additionally, as part of the interview process, the candidate may interview with or meet other department team members.

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

Please Note:  The references should be past supervisors or co-workers that can provide information on the candidate’s work habits/skills. If this is the candidate’s first job, he/she should provide references that can provide information on his/her character such as 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 a candidate is selected for the position, the Hiring Manager will contact the candidate to make a verbal offer of employment.  If the candidate accepts the verbal employment offer, a member of the Human Resources (HR) team will contact the candidate regarding next steps.

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

After a verbal employment offer has been made and accepted by a candidate, a member of the Human Resources (HR) team will contact the candidate to discuss next steps, and schedule pre-hire screening appointments.

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