Screen and Select
|Owner||Activity||Activity Description and Resources|
|Hiring Unit or Job Center||Screen applicants for minimum requirements||Eliminate candidates who don't meet minimum qualifications. Update applicants' status in system. Suggested timeline: 14 days|
|Hiring Unit||Evaluate applicant pool||Review qualified applicants and determine if pool is sufficient. Consider diversity goals and availability. If applicant pool is insufficient, reevaluate and consider augmenting recruitment plan. Suggested timeline: 1 day|
|Hiring Unit||Select applicants for interview||Evaluate applications, curricula vitae, resumes, cover letters, and other materials of qualified applicants. Conduct initial phone screen. Evaluate skills and make sure compensation expectations are aligned. Use applicant comparison tool to rank top applicants. Update applicants' statuses in the system. Suggested timeline: 10 days
1. Applicant comparison tool (pdf)
|Hiring Unit||Conduct interviews||Assemble interview team. Develop interview questions. Invite applicants, arrange for travel and accommodations as needed. Conduct interviews. Interviewers should use applicant evaluation form to rate applicants based on objective criteria relevant to the job. Discuss interview results with search members. Suggested timeline: 5 days|
|Hiring Unit||Select finalists||Check references. Get necessary unit approvals. For senior leader positions, offers that include tenure or continuous appointment, and/or no-search direct hires, additional approvals are necessary. When a foreign national is seriously considered for employment, engage International Student & Scholar Services and the Office of General Counsel prior to making offer. Suggested timeline: 1 day|
Questions About Hiring?
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.