Recruiting and Hiring

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The reputation of the University of Minnesota is based on the quality of the people it employs and the work they do. To ensure that your unit is conducting an inclusive selection process, follow the steps outlined in the Inclusive Hiring Checklist below and use the technology tools provided by the Office of Human Resources.

For a step-by-step explanation on how to use PeopleSoft's Recruiting Solutions hiring technology, refer to Manage Applicants and Job Openings (.doc) and the employment system user guides below.

If you have questions about the hiring process in your unit, contact your college or administrative unit HR professional first. Staff in OHR's Talent Acquisition unit are also available for consultations.

Inclusive Hiring Checklist

For more details on each step below, see

Printable, one-page checklist (pdf)

Post and Recruit Phase
(Job Posting, Recruitment Planning, Attracting Applicants)
Determine hiring need and gain approval.
Write a compelling, inclusive job posting. Use the gender decoder tool.
Review your unit EEO Goal.
Prepare a recruitment plan with identified diverse networks to advertise the position.
Engage others to promote and recruit for the position.
Screen and Select Phase
(Screening Applications, Interviewing Applicants, Selecting Applicants)
Create an applicant comparison tool to evaluate applicant materials, listing cultural competency as a priority.
Review EOAA Applicant Summary to ensure interview pool includes diversity.
Evaluate applicant pool based on the qualifications of the job opening.
Discuss implicit bias and the potential impact on selecting applicants to interview.
Select applicants for interviews based on the score from the applicant comparison tool.
Consider interviewing all qualified applicants using a shortened, convenient video interview tool, SparkHire (contact your Talent Acquisition consultant for support). The video interview may replace screening by phone.
Create behavioral-based interview questions that relate to the position. Make sure to include a cultural competency question.
Review the University's on-site interview guidelines, and schedule on-campus interviews with applicants. If video interviewing was used, invite your top 3–4 applicants to interview in person. Ask the same questions of each applicant.
Notify candidates not selected for an interview through Recruiting Solutions. After the first round of interviews, notify candidates not selected to move forward.
Offer and Accept Phase
(Offering/Accepting Job, Onboarding/Engagement)
Notify finalists and check references using SkillSurvey.
Gain approval (if applicable) and send offer letter.
Conduct background check using HireRight. Employee cannot start unless completed.
Prepare for employee onboarding. Remind employee to bring original I-9 documents on first day of work.
Close the job posting in Recruiting Solutions and notify any remaining applicants that the position was filled.

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Using the Employment System 

Submit, track, and review your job openings and employment applications online through

Conducting Background Checks

The University uses the HireRight background check system. For information on HireRight and instructions on how to conduct a background check, see this HireRight job aid and watch the video below.

Additional Resources

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