The following guidelines will help facilitate your recruitment and assist you with selection instructions, recruitment strategies, hiring policies, Affirmative Action and diversity objectives, and problem solving.
As we proceed with the recruitment and hiring process it is important to consider the following information:
- Preferential Rehire Policy - Preferential Rehires who meet the minimum qualifications of a position must be considered prior to any other applicants.
- Screening and Interviewing - Applications will be available for online review within two working days of the closing date. The Employment Representative must review and approve the selected finalists before interviews are scheduled.
- Reference Checks - Reference checks cannot be conducted without prior consultation and approval by the Employment Representative.
- Applicant Evaluations - These are completed within the online employment system for each interviewee, documenting reasons for selection/non-selection
- Job Offers - No job offers or hiring commitments can be made by the hiring department without prior approval by the Employment Representative
- Notification Process - It is the responsibility of the hiring
department
to notify the unsuccessful applicants. Please Note: You can opt to have automatic emails sent to applicants not selected for hire.
Recruitment Overview
Help
Employment Representative: For all open recruitments an
Employment Representative assigned
to your recruitment will assist you with selection guidelines,
recruitment strategies, hiring policies, Affirmative Action and
diversity objectives, and problem-solving (Please see special
conditions for limited appointment positions referred to under
Appointment Type).
Help with the Online Requisition Process: 
Quick Tutorial for Creating a Requisition
Help with individual parts of the Requisition Form: Titles, Appointment Types and Salary, Duties, Advertising Scope, Advertising, Classification Information and Approvals
Approvals
- The hiring department obtains appropriate control point approval (approval authority is delegated differently across campus). The control point can view the requisition online before it is submitted to Compensation.
- With control point approval, the hiring manager electronically submits the requisition to Compensation.
- Employment reviews and contacts the hiring department to discuss the recruitment process.
Recruitment and Selection Procedures
Recruitment
and Hiring Process:
To initiate the recruitment
process, the hiring department completes a Requisition online
and submits it to Compensation Unit for classification. Employment
then reviews the job duties and requirements and discusses the
recruitment and screening process with the hiring department.
The Employment Representative will assist campus departments regarding
campus selection guidelines, hiring policies, Affirmative Action
goals and diversity objectives in order to fill the position with
the best qualified candidate.
Review of Preferential
Rehires:
In compliance with Personnel
Policies for Staff Members (PPSM) and Collective Bargaining Agreements,
persons that have preferential rehiring status must be considered
prior to any other applicants. The Employment Representative will
contact the department if there is a preferential rehire candidate
for their position. The preferential rehires who meet the minimum
qualifications of a position must be evaluated and interviewed.
As per PPSM and Collective Bargaining Agreements, reasons for
non-selection must be provided in writing to the Human Resources
Director.
Applicant Files- Reviewing, Screening, Interviewing:
Help with Screening
Applicants in the Online Employment System
Quick
Tutorial
After an initial screening
in Human Resources, the hiring department is notified when applications
are ready for review. The Employment Representative must approve
the selected finalists before the department may set up interviews.
The interview is a major component of the selection process. Through interviewing, managers can evaluate a number of skills, knowledge and abilities. Interviews need to be standardized, structured and job-related. Some of the most effective types of interviewing questions are:
- Open-ended questions which cover a major topic or time period and encourage applicants to freely express ideas.
- Self-appraisal questions which ask applicants to evaluate a portion of their work history or qualifications.
- Situational questions which pose realistic, job-related situations and ask the applicant to evaluate the problem and provide a reasonable solution.
- Probing questions which ask applicants for a step-by-step description of how they accomplished specific assignments. The theory is that if candidates can explain in some detail how they did something, it is likely that they can do it again in the future.
Reference Checks:
Prior to making the
final offer to a candidate, it is important to conduct reference
checks of the finalists. The relationship of the references to
the finalist should be verified and the questions asked of the
references should be job-related. It is important to check references
with more than one supervisor. See: Reference Check Tips.
Following the interview process, reference checks may be conducted by the Employment Representative if requested by the hiring department.
Applicant Evaluations:
The hiring department
completes an Applicant Evaluation online for each applicant interviewed,
stating the reasons for selection or non-selection. These forms,
along with all original application materials, are to be returned
to Employment. The Employment Representative reviews the applicant
evaluation forms and consults with the department regarding details
of the job offer.
Job Offers:
The Employment Representative
extends job offers and informs departments of acceptances or denials.