Recruitment & Selection Checklist
Recruitment & Selection ChecklistInstructions: Use the following list to navigate through the hiring process. The items should be followed in theorder listed. Check boxes as tasks are completed. For a comprehensive review of the process, please refer to theRecruitment & Selection Guidelines located under Forms & Documents on the HR web-page.If a temporary employee is needed during the recruitment period, contact Nancy McPherson, HRRecruitment for assistance.Vacant Position/Establishing New Position Identify vacant position Position # Position Title: Determine the competency level desired for the position (SHRA positions only) Review the position description to determine necessary changes/updates to the position.(Position descriptions are available via PeopleAdmin.) Consult with Paula Bowe, Classification & Compensation Establish a new position Determine need for new position Complete job description using either: Career Banding Position Description Form (SHRA positions only) EHRA Position Description TemplateDocuments can be accessed via the HR webpage under Forms & Documents Consult with Paula Bowe, Classification & Compensation to establish new position Position #Position Title:Establish Committee Select up to 5 committee members –including Chairperson Identify a Chairperson Contact each committee member to confirm participation Ensure committee is diverse in race and genderOffice of Human ResourcesUpdated 07.05.2019
Interview Questions Develop the interview questions Review Interview Questions: Legal Considerations.This document can be accessedvia the HR webpage under Forms & Documents Consider open-ended, behavioral-based questions that encourage the candidate to share job related information.(SHRA positions only) There should be at least one question relevant to eachcompetency for the position. (SHRA positions only) Label each question with the corresponding competency.Posting the Position Complete the Chancellor Approval form (located under Forms & Documents, HR webpage) Complete the Request to Post a Position form located under Forms & Documents on the HRweb-page in its entirety Obtain Budget Approval on form from Business & Finance Submit form to Human ResourcesHuman ResourcesPlease allow up to 5 days processing time.Class & Comp Approval (Paula Bowe)EEO Approval (Paula Gassaway)Chief Human Resources Officer ApprovalRecruitment posts position (Nancy McPherson)HR Recruitment provides training to new committee members as neededHR Recruitment uploads training material and required search processforms to the Internal Posting Documents section of the posting (Thecommittee can access all documents while viewing the summary of theposting.)Committee ReviewOffice of Human ResourcesUpdated 07.05.2019
Chairperson contacts committee and schedules initial meeting Chairperson informs HR Recruitment of initial meeting Chairperson & Committee attend initial meeting (HR Recruitment attends first 10-15 minutes asneeded) Hiring manager may attend initial meeting to provide charge to the committee (no discussion ofspecific applicants is allowed with hiring manager at this point) Chairperson & Committee complete thorough review of active applicants Chairperson & Committee complete rating sheets up to the initial Rating column Chairperson submits list of candidates selected for interview to HR Recruitment (Nancy) Recruitment review cleared EEO review cleared HR notifies Chairperson to proceed with scheduling interviewsPlease allow up to 2 days processing time for the Recruitment and EEO reviews. Chairperson/Committee schedules interviews Optional: Skype account access requested from HR Recruitment(Nancy) Optional: Skype account access received from HR Recruitment Chairperson & Committee perform interviews Chairperson & Committee complete Committee Interview column (and/or Final Interviewcolumn if relevant) Chairperson & Committee designate 2-3 top candidates as MQ & refer them to hiring manager inunranked order. Or, at hiring manager’s request, the committee may designate the single BestQualified candidate for hire. Each committee member audits their documentation before providing to Chairperson Each committee member submits rating sheets and interview notes to Chairperson Chairperson completes Compilation sheet Chairperson audits search package (all committee and chair documentation) Chairperson ensures all applicants in applicant pool are accounted for on all committeerating sheets and compilation sheet Chairperson submits (search package) to HR Recruitment: Rating sheets for each committee member including Chairperson Notes from Interviews for each committee member including ChairpersonOffice of Human ResourcesUpdated 07.05.2019
Compilation sheet Any Additional Notes(Please do not return training materials, applicant materials -such as application/résumé,policies, or instructions to HR. Applicant items such as c. should be shredded.) Chairperson refers top candidate(s) to hiring manager via email with cc to HR. (turn in searchpackage) Hiring Manager may interview referred top candidates to make final determination of BestQualified candidate Hiring manager submits Competency Assessment (SHRA positions only) Hiring Manager submits Chancellor Approval form Hiring manager submits hiring proposal via PeopleAdmin Hiring proposal approval process Division Head Budget EEO Chief HR OfficerThe hiring manager can monitor the progress of the hiring proposal via PeopleAdmin.Verification Process Chairperson & Hiring Manager discuss salary of Best Qualified candidate Hiring Manager discusses salary with Paula Bowe, Class & Comp HR Class & Comp approves salary (Paula B.) Chairperson contacts Best Qualified candidate with Offer of Interest (use provided emailtemplate titled ECSU: Offer of Interest) Candidate responds with request to proceed with verification process Chairperson completes employment verifications using designated HR form Reference Check form Chairperson accesses references listed on candidate’s application by selecting theRecommendations tab; then selects ‘Send’ to generate email for each reference listedOffice of Human ResourcesUpdated 07.05.2019
Chairperson should monitor Recommendations section of the job posting for submissionupdates Chairperson completes Verification Checklist and uses it as cover sheet for Verification package Chairperson submits (verification package) to HR: Verification Checklist (cover sheet) Acceptance or Denial of Offer of Interest Reference Check form(s) Letters of Recommendation Relevant email correspondenceHuman ResourcesProcessing time is dependent upon multiple factors such as candidate response, background checkvendor results, etc.EEO (Paula G.)EEO analysis / approvalRecruitment (Nancy)Audits search packageReceives hiring proposalSends background check email to candidateCompletes background checkCandidate clears background check processCandidate documentation submitted to Class & Comp (Paula Bowe)Class & Comp (Paula B.)Obtains Chancellor approvalOfficial Offer of Employment sent to candidateOffice of Human ResourcesUpdated 07.05.2019
Jul 05, 2019 · Office of Human Resources Updated 07.05.2019 Recruitment & Selection Checklist Instructions: Use the following list to navigate through the hiring process. The items should be followed
recruitment as early as possible, treating recruitment as a year -round focus, and engaging as many staff members as possible in the process. CALENDAR BEST PRACTICES DESCRIPTION RESOURCES Inclusion of all events that impact recruitment Selection Guide Should outline recruitment goals. Should be holistic and include all recruitment
2.1 best practice recruitment selection process A clearly defined methodology for recruitment selection processes helps ensure that all necessary elements are given due consideration and occur in a timely and efficient manner to support an effective yet swift selection process. Figure 1 provides an end-to-end best practice recruitment
1.3.2 The purpose of this Toolkit is to assist with the following areas of recruitment and selection: (a) Principles underlying recruitment and selection practices There are a number of principles that have to be taken into consideration, not only in the day to day management of recruitment and selection,but also in terms of policy development.
recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Thiruvenkatraj T R, Nirmal Kumar R (2018) in the research paper titled "A study on recruitment and selection process" is examined and the objective is study process. 3
Recruitment Counselor Guide Recruitment Counselor Implementation Timeline, 8 Recruitment Counselor Implementation Timeline The most successful recruitments are planned far in advance, and the recruitment counselor program is a big aspect of the overall recruitment preparation. Every campus is unique, but the following timeline should help give the
E-Recruitment is the University's staff recruitment system. It provides an on-line solution covering the end-to-end recruitment process, from the requirement to recruit to the appointment of the successful candidate. E-recruitment, also known as online recruitment, is the
Marketing & Communication Plan Illinois Resident Recruitment & Admissions Non-Resident Recruitment & Admissions International Recruitment & Admissions Diversity Recruitment & Admissions Transfer Recruitment & Admissions Campus Visits The market for recruiting and
HR Recruitment Tools - Testing and assessment tools - 57 % of the companies use preliminary assessment tools to assess the skills and knowledge of the applicants. Technical assessment is a common practice in the recruitment process of software developers; - Recruitment CRMs - Recruitment CRMs gain popularity with the rise of recruitment
