Post and Recruit
Phase 1 of the Hiring Service Agreement (pdf) is Post and Recruit.
|Owner||Activity||Activity Description and Tools|
|Hiring Unit||Determine Hiring need and gain approval||Review job description and validate position details. For organizational changes or new positions, write job description, consult with Compensation & Classification, determine FLSA exemption status, and create position. Determine salary range and ensure adequate funding is in place. Follow the process within your campus, college, or unit to gain approval to hire.|
|Hiring Unit||Identify and engage others||Determine the necessity of a search committee. In the case of a search committee, determine the size, identify the Chair, ensure diversity is represented and consider advisory group and/or Senate committee participation. Formally charge the committee and solicit input from participants on the recruitment plan.
1. Engaging a Search Committee, Interview Panel, or Other Hiring Participants (pdf)
|Hiring Unit||Enter requisition||Enter requisition in employment system ensuring all fields are completed. The job posting should recognize the importance of diversity. Minimum requirements must be consistent with job classification.|
|Class & Comp||Confirm job classification||Compensation and Classification will evaluate job description to ensure alignment with job classification. Suggested Timeline: 1-2 days|
|Job Center||Finalize requisition||Job Center will finalize job posting and determine if there is a priority hire. Suggested Timeline: 1 day|
|Job Center||Administrate priority or "no search" hire
||In the case of priority candidates. Job Center will refer them to the hiring unit for immediate action. To extend an offer to a priority hire applicant, proceed to "Select Finalist" step. To request a no search direct hire exception (eg: spousal, exceptional, temporary no post, etc.), complete Requesting a No Search Hire Checklist and proceed to "Select Finalist" step. Suggested Timeline: 0-10 days|
|Hiring Unit or Job Center
||Initiate and execute recruitment plan||With the unit HR Leader and EOAA Liaison, examine the diversity and affirmative action goals of the unit. Establish the recruitment scope (national, local/regional, University community only, unit only). Identify potential internal and external applicants to invite to apply. Develop sourcing strategy to include print and online ads, professional associations, outreach efforts, and alternative recruitment strategies such as external search firms. If search is likely to attract international applicants, contact International Student & Scholar Services regarding advertising requirements. All applicants must be instructed to apply online to the posted position. Develop Applicant Comparison Tool. Suggested Timeline: 1 day
1. EOAA's Guide to Locating Affirmative Action Hiring Goals (pdf)
|Job Center||Post Requisition||Post requisition per required posting timelines. Suggested Timeline: 1 day
1. Job Posting Guidelines (pdf)
Frequently Used Resources:
If you have questions about the hiring process, please contact your college or unit HR professional.
Enter the Employment System to create requisitions and review applicants.