Post and Recruit

Phase 1: Post and Recruit | Phase 2: Screen and Select | Phase 3: Offer and Accept

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.

1. Writing a job description (pdf)
2. Job Classification Database
3. Current salary floors, ranges, and steps
4. Fair Labor Standards Act (FLSA) Exemption Form (pdf)
5. FLSA Exempt/Non-exempt defined

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. Getting the Most From the Search Committee Process
2. University Senate Committee Involvement In Hiring Selected Leaders (Twin Cities, Morris, and Rochester campuses) (pdf)
3. Search Committee How-to Guide (pdf)

Hiring Unit Enter requisition Enter requisition in employment system, making sure all fields are completed. The job posting should recognize the importance of diversity. Use the gender decoder tool to eliminate gender-coded language. Minimum requirements must be consistent with job classification.

1. Create requisition (.doc)
2. Job Classification Database

Talent Acquisition
Finalize requisition Talent Acquisition will review new job postings to determine if there is a potential priority hire and notify potential candidates of these positions. Priority hire candidates will have five days to apply for the position to indicate their interest. Suggested timeline: 5 days
Hiring Unit or Talent Acquisition Administrate priority or "no search" hire
In the case of priority candidates. Talent Acquisition will refer them to the hiring unit for immediate action. The hiring unit must contact a referred priority hire candidate promptly. To extend an offer to a priority hire applicant, proceed to "Select Finalist" step.  Suggested timeline: 0-10 days

1. Priority Hiring FAQ (pdf)

Hiring Unit or Talent Acquisition
Execute recruitment plan With the unit HR Lead 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 about advertising requirements. Instruct all applicants to apply online to the posted position. Develop Applicant Comparison Tool. Suggested timeline: 1 day

1. EOAA's Affirmative Action Goal-Setting Tool (pdf)
2. Affirmative action in the hiring process FAQ (pdf)
3. Recruitment Planning (pdf)
4. Applicant Comparison Tool (pdf)
5. Unit EOAA Liaisons

Talent Acquisition Post Requisition Post requisition per required posting timelines. Suggested timeline: 1 day
1. Job Posting Guidelines (pdf)

Phase 1: Post and Recruit | Phase 2: Screen and Select | Phase 3: Offer and Accept

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.