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Identifying a need to hire can be both exciting and overwhelming. Maybe you're saying goodbye to a long-time employee who has filled their role seamlessly, or perhaps growth within your department has opened the door for a brand-new position. In any case, getting started with the right tools can make all the difference.

Before you post a job, take the time to:

• Clarify the role’s purpose and responsibilities
• Review or update the job description
• Assess departmental needs, workload distribution, and budget
• Consult with your department head and HR business partner to confirm next steps

Staff Employment Action Requests    Employment Guidelines

Once your Recruitment Efforts request has been approved and Human Resources has confirmed that you may proceed, the next phase focuses on building a strong foundation for a successful hire. This begins with partnering closely with your Talent Acquisition (TA) Specialist to clarify your hiring needs, fine-tune the job posting, and develop a clear, strategic recruitment plan.

Recruitment Planning      Position Descriptions     

After the position has been posted, the Talent Acquisition Team will manage all pre-screening activities for the opening. Applications will be reviewed based on the job description and any additional criteria discussed during the Recruitment Planning Meeting. Each applicant’s background will be carefully evaluated using the Equivalency Guidelines to determine if they meet the stated qualifications through an appropriate combination of education and relevant work experience.

Application Review Process     Military Preference Guidelines     Equivalency Guidelines

Taking the time to prepare for interviews, not only ensures the right candidate will be selected for the position, but it allows rejected applicants leave with a good impression of °Ù»¨ÊÓƵ, spread the word, and pursue other opportunities with the university. 

As you move forward with interviews, this step outlines best practices to help you conduct fair, structured, and effective interviews that reflect the values and professionalism of °Ù»¨ÊÓƵ.

Conducting Successful Interviews     Candidate Interview Scorecard      Candidate Reference Check Guide

Once you have identified your final candidate, the next step is to work closely with your Talent Acquisition Specialist to begin the offer process. This collaboration ensures that all offer details, including salary, start date, and conditions of employment, are accurate, compliant with university guidelines, and aligned with departmental needs.

Extending a clear and timely offer demonstrates professionalism, strengthens the candidate’s confidence in joining your team, and creates a positive experience that sets the stage for a successful transition into their new role.

A strong onboarding experience helps set the tone for long-term success.  Familiarize yourself with °Ù»¨ÊÓƵ’s onboarding process to ensure your new hire feels welcomed and supported. A thoughtful onboarding can make a lasting impression and encourage long-term retention.

Onboarding Center

The first days and weeks on the job are critical in shaping a new employee’s experience. In a competitive labor market, creating a strong start can make a lasting impact. Early departmental engagement builds trust, reinforces the employee’s decision to join your team, and lays the foundation for long-term success.

Here are some tools to support a smooth and effective departmental onboarding process:

Departmental Onboarding Checklist – Staff Hires    Supervisor New Hire Milestones and Checklist      Training and Development