Recruitment Process and Strategies
"Explore the recruitment process at UWL, which follows a structured panel/committee approach with phases such as staging, interviewing, and recommending candidates. Learn about the differences between search committees and search panels and the key tasks involved in each phase of the recruitment process."
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Presentation Transcript
Recruitment Process and Strategies
Recruitment Process Overview Recruitments at UWL follow a Search Panel/Search Committee structure Consists of 4 major phases Staging/Launching of Recruitment Panel/Committee Tasks/Interviewing/Assessing candidates Recommending candidates for hire Closing of recruitment Search Committee/Panel makeup Recruitment Documents
Search Committees vs Search Panels Search Committees vs Search Panels Search Committees Search Panels 2 3 4 1 1 2 3 4 5 Used for University Staff positions Also an option for some academic and non- instructional academic staff positions Consists of supervisor, subject matter expert, and 2- 3 additional interviewers Additional interviewers will usually consist of relevant stakeholders Used for a below Director level search Also an option for some non- instructional academic staff positions Used for Faculty and IAS staff positions For academic departments, applicable bylaws may apply Diverse set of individuals designated by hiring authority, supervisor or department chair
Phase 1) Staging/Launching of a Recruitment 1 2 3 Ensure that HR has received notice of person vacating position (not applicable if the position is new or has been vacant for extended period Work with HR to stage a recruitment using any the following items Supervisor/point of contact should begin working on following components once HR has received notice to stage a recruitment Selection Criteria (only if there will be a variation from the listed required and preferred qualifications) A previous recruitment s ad text Developing an updated ad text for HR to use Use the incumbent s position description Confirming the committee/panel members Verifying the incumbent of the position if it has been vacant for an extended period
Phase 2) Assessing/Interviewing 1 2 3 Screening and Interviewing candidates can occur sooner than the first review date. Searches should accept applications at least until the first review date and review them fairly. When scheduling an initial interview, it is encouraged to disclose the wage/salary level before interviewing the candidates Ensure that interview questions are created and approved by AAO when you are ready to begin interviewing Factors to consider: New questions should be generated and reviewed for each interview phase and references Compensation is not typically flexible, little room to negotiate Factors to consider: Tight labor market Search Chairs have the option to use previously approved questions from a Emphasize that there are excellent benefits to compliment salary/overall financial package Shallower applicant pools (in some areas) pre-approved questions pre-approved questions pervious recruitment or pre-approved questions from the recruitment site Competition with other entities Transparency saves S&S chairs/members and the candidate time
Phase 3) Recommendation to Hire 1 2 3 Recruitments are collaborative efforts between HR, the Hiring Department, and Hiring Authorities Verbal offers can be extended to the candidate when the S&S Chair has received approval from the hiring authority When the S&S Committee/Panel is ready to make a recommendation to the Hiring Authority, HR can assist with transacting everything in the PeopleAdmin System Contact HR for next steps once the S&S Committee/Panel is ready to move forward with a finalist Communication between S&S Chair, HR and Hiring Authority helps ensure a smooth conclusion to the recruitment process
Phase 4) Closing a Recruitment 1 2 3 Recruitments can be closed out once an offer has been accepted and a hire has been made Once an offer has been accepted, HR will coordinate with Department or Business Manager to ensure Hiring Details are entered before HR generates a contract and finalizes recruitment Once a recruitment has been finalized, Supervisors/S&S chairs can send over any recruitment retention documents: Closing vs Filling S&S Meeting Minutes A recruitment may be closed when an offer has been extended to a candidate, but the recruitment is still open to transact hiring details once an offer has been accepted Presentation Feedback Form Copies of Additional Advertising (outside of where HR posted) Recordings if interviews were conducted via zoom and recorded
Responsibilities for Supervisors vs S&S Chairs S&S Committee/Panel Chair Responsibilities coordinating with HR and AAO; posting open meeting notices (Or ask HR to do so) securing the necessary posting, interviewing and hiring approvals; forwarding interview and reference questions to AAO and HR for review; conducting reference checks; arranging interviews, associated travel (if applicable) and reasonable requested accommodations (contact HR); referring public records requests to HR; providing closing recruitment documentation to HR. Supervisor/Department Chair role initiating the search and screen process following department by- laws (faculty/IAS); developing the position description; securing a diverse group of individuals to serve on the search and screen committee/panel; identifying a subject matter expert in a search and screen panel recruitment; may identify search chair in a committee recruitment.
HR Support - Options Meet with Search and Screen Chair to discuss questions/status of recruitment on routine basis Posting to the open meetings calendar Assist with screening/reviewing applicants Assist with the development of interview/reference questions Coordinate/schedule interviews
Recruitment Resources for Supervisors Information for Supervisors / Search and Screen Chairs Anti Bias/AAO Training Interviewing Tips/Resources Schedule/Communication Templates Additional Advertising Options Search and Screen Policy
