Recruitment Planning
Once recruitment efforts for your open position have been approved, a recruiter will reach out to schedule a meeting with you. Meeting with your TA Specialist, whether in person or via video call, is a valuable step in the hiring process. It helps clarify your needs, set expectations, and ensure alignment with your goals for the position and recruitment process. During this meeting, your partner will review the job description, discuss past challenges or successes, and help customize your recruitment strategy.
While everyone has busy schedules and it may be tempting to skip the meeting, taking the time to align on expectations is essential for ensuring a quality hire. Communicating by email alone cannot provide the same depth of understanding or collaboration.
Once your recruitment requisition is fully approved, your TA Specialist will be notified automatically. Within 1–2 business days, they will contact you to schedule a consultation meeting.
During the conversation, you and your TA Specialist will typically discuss:
- Job Description Review - Confirm that the duties, qualifications, and job summary are current and accurate.
- Job Posting Details - Identify how and where the job will be advertised.
- Advertisement Length and Posting Timeline - Set expectations for how long the posting will remain open and what the review window will look like.
- Resume Screening Criteria - Develop screening criteria based on the job description. Preferred qualifications can also be flagged to help prioritize top candidates.
- Interview Preparation - Begin shaping interview questions, building an interview panel (if applicable), and defining a tentative interview schedule. We can also provide interview templates, scoring rubrics, and examples.
- Target Start Date - Establish a realistic timeline for when you’d like the new hire to begin.
Following the meeting, your TA partner will:
- Collect meeting notes that can be utilized during candidate screening and ensure alignment with your goals
- Draft a job posting that reflects the job description, qualifications, and any legally required language (e.g., for grant-funded or temporary roles, or those marked security-sensitive)
- Coordinate the initial job posting process on internal and/or external advertising sites.
- Provide strategies for sourcing candidates and recommend external advertising options to expand the applicant pool.
This partnership ensures your recruitment plan is tailored to the role, highlights your department’s needs, and supports a fair, consistent selection process.
Standard Outreach
Approved job postings are automatically advertised on core platforms, including:
Optional Additional Outreach
If your department is interested in reaching a more targeted audience, your position can also be promoted through additional job boards that align with our outreach goals. Your TA Specialist can recommend discipline-specific job boards or professional associations. Costs may apply and will need to be approved by the department prior to posting.
Additional Outreach Efforts
Beyond formal postings, you can strengthen your applicant pool by:
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Networking with professional contacts and colleagues.
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Sharing the opportunity at conferences or professional meetings.
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Posting in discipline-specific listservs or professional groups.
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Connecting with local colleges, universities, or training programs related to the field.