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Policy 204 - Recruitment and Selection
The University strives to enhance opportunities for qualified candidates to apply, be considered, and selected for job openings within the University. The hiring manager is to use the following guidelines to recruit, hire, transfer, and promote accomplished individuals who can further the University’s educational mission:
Notice of a vacant position will be posted for at least five working days before an employment offer may be made to any candidate. Jobs will be posted using any one or combination of the following methods: a listing in an electronic medium, in an official University publication, media advertising or some other method deemed appropriate by Human Resources. Exceptions to the job posting requirement may include: vacancies for which similar postings have occurred within 90 days, those within a predetermined career path, to accommodate a qualified individual with a disability pursuant to the Americans with Disabilities Act, etc. Any exceptions must be approved by Human Resources.
All applications for employment must be designated for advertised available positions and processed through Human Resources. This includes written expressions of interest, resumes, or employment applications. Current employees are invited to discuss general employment opportunities anytime by contacting Human Resources.
Interviewing and Testing
The hiring manager, in consultation with Human Resources, will select as applicants those persons, expressing interest in a position, whose skills, education and experience best predict ability to succeed in the position. Hiring managers may choose to work with Search and Screen Committees, as appropriate to the vacancy. Applicants will be invited to interview with the hiring manager, a human resources representative and others able to evaluate them against selection criteria. Work sampling and other valid testing may be conducted to allow applicants the opportunity to demonstrate relevant skills and abilities. Final candidate(s) for selection will be chosen based on results of interviewing and testing.
Human Resources will coordinate reference checking of external candiates with the hiring department. In the case of job candidates who are currently employed by the University, Human Resources will provide to the hiring department information from University personnel files it determines to be relevant.
Offers of employment, including starting salaries and other terms, are coordinated through Human Resources. No offer of employment is binding upon the University until it is confirmed in writing to the candidate by Human Resources.
If an internal candidate is offered a position, the hiring supervisor may not contact the individual’s current supervisor until after the internal candidate has advised the current supervisor. A hiring supervisor is expected to preserve an internal candidate’s confidentiality unless otherwise authorized by the candidate. It is the right, as well as the responsibility, of the applicant to notify the current supervisor of a pending offer. An internal candidate who accepts another position in the University must provide the current department with a minimum of two weeks advance notice before transfer to the new position. Exceptions may be made by agreement of the current and new departments.
Subject to the terms of the Employment Categories policy, employees retain their original start date with no break in service when moving to other University positions. However, changes in benefits may occur when a current employee moves between University positions if there is a change in benefit eligibility associated with the new position.
In appropriate circumstances, the hiring department, with the approval of Human Resources, may use search firms or employment agencies. All applicable University hiring and salary offer procedures must be observed. Fees incurred will be the responsibility of the hiring department.
The University generally does not pay moving and relocation expenses of newly hired individuals. Exceptions may be made by departments with difficult to fill positions and with the approval of Human Resources. Reasonable relocation costs if paid by the University, are charged to the hiring department.
Employment Eligibility Information
Federal law requires all new hires to complete an Employment Eligibility Verification (form I-9) and provide documents that establish identity and employment eligibility within 72 hours of beginning work.
Hiring departments are responsible for following these procedures in consultation with Human Resources. The affirmative action officer is responsible for assuring compliance with civil rights regulations governing recruitment and selection.
Contact Human Resources if you have questions or if you would like more information about this policy. See also Reemployment (212).
Policy Approved: October 23, 1998
Last Updated: October 28, 1998