Human Resources Before Posting a New Job Opening

Engage in Networking Efforts

Completed by Hiring Manager

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Managers and Supervisors should proactively engage in networking efforts with professional networks and affinity spaces aimed at attracting and recruiting diverse, qualified candidates. This is something that needs to be done in an ongoing way, not just when you are getting ready to hire. Pipeline initiatives, succession planning, and workforce analysis are ongoing, essential tasks. 

Workday Tasks

Completed by Hiring Manager

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Managers and Supervisors will be assigned certain tasks in Workday that must be completed for the recruitment and hiring process to move forward. These tasks will be specified in each section of the process. The manager may delegate these tasks to a designee if needed (and they must do so if they are going to be away during any part of the process).

Documents for Personnel Changes Review Committee

Job Description, Personnel Changes Review Form, and submission of forms completed by Hiring Manager

Approval of Job Description and Personnel Changes Review Form by OHR / PCRC

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The Personnel Changes Review Process is for the request and approval of personnel changes (including new positions, increases in FTE/hours, refilling of vacant positions, promotions, transfers, and other adjustments in compensation).

• Write or review the job description, ensuring:
  • It accurately lists the skills and abilities necessary to do the job well
    • This includes skills and competencies associated with this role
    • This includes abilities and approaches that make somebody a good “fit” for the position
  • It specifies whether the position will be on-site, remote, or hybrid
  • Please utilize Textio as a resource to provide suggestions for more inclusive language that will mitigate bias and appeal to a diverse audience.
  • In addition to the standard DEI language that is included in every job description, specific language indicating the role of DEI as it relates to this position needs to be included in each of the three major parts of the job description:
    • Overall summary
    • Duties & Responsibilities (include Diversity and Inclusion projects, programs, and committees; how the candidate will be expected to support/engage within a diverse community, etc.)
    • Qualifications (be flexible, offer in lieu of options when possible to allow for those who may have developed their skills through a different avenue)
• Complete the Personnel Changes Review Form
• Submit the job description and Personnel Changes Review Form to the Personnel Change Review Committee (PCRC) Personnel Changes Review Form.

More information is available on the Personnel Changes Review Process (PCRP) webpage.

Establish Screening and Selection Groups

Completed by Hiring Manager

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Determine who will be involved in the screening and selection process, both those who will serve on the Search Committee and campus partners who will aid in the interview and selection process. 

• Efforts should be made to ensure a diverse Search Committee 
• Select those within the department with similar expertise as the open position, or will have direct interaction with the person in this role
• Select those outside the department who can provide broader perspectives and insights for committee discussion as well as a broader perspective on interdepartmental importance of the position to be filled and/or will serve as community partners with the person in this role
• Members of the Search Committee must be added to the search in Workday by using the Assign Roles function.
• All members of the Search Committee must participate in an Inclusive Hiring presentation, as well as others who are critical to the search and who haven’t participated within the last year.

Develop a Plan for Recruitment

Completed by Hiring Manager

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See the steps that will be needed for Advertising and Outreach.

Hiring Managers and the Seach Committee review the position and possible outreach opportunities. Identify the scope of the Recruitment Plan including the geographical range of outreach (local, regional, nationwide), manner of outreach (word of mouth, media advertising, employee referrals), and length of the Recruitment phase (immediate, seasonal, beginning of the academic year, or other peak hiring timeframe). OHR collaborates in this effort and will contour the external outreach to align with the Search Committee's Plan.