Skills and Competency Interview Rating Sheet -weighted Testing and other Selection Methods Tests and other selection methods such as requesting work or writing samples and presentations are additional tools used to assess candidates. However, use must comply with EEOC guidelines.
Managers are encouraged to first consider applicants from within their department or others from within the University who express interest in the position. If the position remains unfilled after campus-wide recruitment, the Office of Human Resources assists departments by coordinating all aspects of the employment process to present hiring departments with qualified applicants from a variety of sources external to the University.
The recruitment process, application review, reference and background checking, and the selection and hiring processes for all Staff positions are subject to pertinent Federal and State laws and regulations. Recruitment efforts are coordinated by Human Resources Recruiting Consultants to ensure compliance with these laws and regulations.
Information on the recruitment process, including job posting procedures, interviewing guidelines, and salary offers, is available on the Office of Human Resources web site. Procedures Human Resource Recruiting Consultants are available to provide consultation throughout all aspects of the employment and hiring process.
They will provide assistance in posting vacancies, developing and implementing recruitment strategies, identifying and selecting candidates, assuring all pre-employment requirements are met, and confirming job offers. Recruitment Process Job Posting Procedures: To post a job, hiring managers must initiate a posting through the ND.
Once the necessary approvals are obtained, a Recruiting Consultant will either prepare a job posting based on the information provided or review the recommended job posting as submitted by the hiring manager.
In either event, Human Resources reserves the right to edit job postings to comply with University policies and procedures. A Recruiting Consultant will then contact the hiring manager to discuss a recruitment strategy.
Selection Process Candidate Pre-screening: The large number of applications received each year prevents the interviewing of all applicants by the Office of Human Resources. However, all applications are reviewed and applicants whose qualifications and experience seem most appropriate to the opening for which they have applied are generally selected for screening interviews with the Office of Human Resources or the hiring department.
Referrals to the department for a specific job interview are based on consultation with the hiring manager and on the results of the screening and interview processes. It is the objective of the Office of Human Resources to refer pre-screened candidates for a vacancy.
A Recruiting Consultant will notify all applicants interviewed for a specific vacancy of the outcome of the selection process. Familiarize yourself with the duties and requirements of the position you are filling.
Make sure you can answer general questions about the University and the benefits provided. Formulate questions that will focus on job-related issues such as asking the candidates how they would deal with real life, job-related situations.
Write down and organize the questions in the order you will be asking them. Obtain an employment and community guide for exempt level, out of area candidates. This information may be obtained from the Recruiting Consultant who is coordinating your recruitment efforts.
Once the list of job-related questions is created, use it for all applicants for the same position.
Put the applicant at ease with introductory and welcoming remarks. Listen; the candidate should do the majority of the talking. Stay away from questions that have more to do with personal lifestyle than job experience.
Phrase the question so that the answer will describe on-the-job qualities instead of personal qualities. If the question is not related to performance on the job, it should not be asked.
Reference Checks It is strongly recommended that the hiring department conduct reference checks prior to extending an offer of employment.
Recruiting Consultants are available to provide guidance to hiring managers in obtaining references. This information may be reviewed with a representative from the Office of Human Resources upon request. Reference Check Form 2. Notify Human Resources of Hiring Decision When a candidate has been selected, the hiring manager should notify the Recruiting Consultant of the decision prior to making the offer of employment.
This step will ensure that a Notre Dame Employment Application is on file and that all details such as salary, starting date, eligibility of benefits, moving expenses, and other pertinent issues are finalized prior to employment.
Initiate Pre-Employment Checks Upon finalizing the employment offer, you may make the employment offer contingent upon the candidate successfully completing several pre-employment checks. See policy on Applicant Screening.Before hiring an applicant for a job position, a company goes through a step-by-step hiring process.
This process has three key phases, including planning, recruitment, and employee selection. At the heart of UNSW's people strategy is attracting the best people to perform their best work at UNSW. This involves a rigorous and equitable selection process to source the best person for each job, and people who share the University's values and culture.
Since organisational success depends upon having the right people, an effective recruitment strategy that is integrated in to the business strategy is essential. Employers now require a more sophisticated approach to resourcing: one that strategically links talent acquisition to the needs of the business.
Although it might seem easy, recruitment of the right talent, at the right place and at the right time, takes skill and practice, but more importantly, it takes strategic planning.
The “act differently” principle for recruiting means that to successfully attract your industry’s top talent, you must separate yourself from your talent competitors by offering innovative but effective new recruiting strategies. advertised by job posting, that is, a strategy of placing notices on manual and electronic bulletin boards, in company newsletters and through office memoranda.
Referrals are MANAGING/EFFECTING THE RECRUITMENT PROCESS.