• Recruiting process diagram - includes links to resource sites:

  • creating a job description,

  • the EOD P&S search manual,

  • and onboarding for new hires.

• Recruiting checklist for search members, full description of process and steps (not required, use as a reference, to track steps). 

• Consider and discuss unconscious and implicit bias  (bias literacy) and the use of social media in searches. (see pg 7 of this)

• Competencies– Universal competencies,proficiency levels, development of competencies and how to view competencies. These are used in the LJD and in writing the qualification descriptions. 

• Search & Selection Orientation - ICON course (#WEOD01). This course is designed to provide an overview of UIs faculty/Professional& Scientific Recruitment and Selection process. Note: some updates are still pending regarding the switch to the Online Talent Acquisition Cloud recruiting system.  Enroll through My Training in Self Service.

• Recruitment Manual  A how-to, step by step guide. Your HR Rep-Recruiter will also guide you through this process. 

• Contact your department HR Rep 

• Review the current department needs 

• Create or edit a local job description (LJD) (See HR for template) 

• Consider the following:

  • What is the hiring budget for this position?  We want to advertise realistically so putting a min or max compensation amount instead of listing base to commensurate is ideal.  Reference classifications and pay levels.

  • Who is the hiring manager? Are they also the search chair? This person will work with the recruiter, in most searches, to complete the majority of the recruiting steps together.

  • Who will assist in the search (content expert, assistant, interviewers)? To avoid excess time spent my multiple staff, be strategic and only include necessary roles at each recruitment step.

  • What training or discussions would be useful, before, during and after the search?

  • Where would you like to advertise externally?  Please share listserv and non-traditional plans with your recruiter.  Is this a position that would benefit from social media screening? (see policy)

  • What might the ideal hire look like? Ideal interview components (i.e. formal questions, informal meetings, presentation)? 

  • What is the best way to evaluate at each step?  HR will provide guidance and examples for screening, interview and selection evaluation.

In rare instances, requesting a search waiver may be an appropriate route to take to fill a vacancy when a viable candidate is already identified.  This usually requires a unique set of skills and qualifications for a particular position or sometimes a dual-career connection on campus.  Contact your HR Rep to discuss the options and request requirements (must be approved by EOD). 

*See positions currently advertising in Org 02 and 35.