Hiring for Different Classifications

1. Department submits job description and other required information in PeopleAdmin for approval.
2. HRS determines position classification and if it’s hourly or salaried and discusses with department.
3. HRS advertises position on HRS website for at least five days. HRS may also assist with external advertising.
4. HRS screens applicants to determine if they meet minimum qualifications for the position. Department may assist.
5. HRS gives tests to qualified applicants and scores them, then provides names to department for interviews. Department may use a search committee.
6. Department selects candidate and submits hiring proposal.
7. If approved, HRS offers job to candidate, starts background check/medical clearance and registers them for employee orientation.

Departments must use search committees for SPS positions, as outlined in the guidelines for supportive professional staff searches and appointments.

1. Department submits job description and either the names of search committee members or a search waiver request in PeopleAdmin.
2. If approved, HRS advertises position on HRS website.
3. Optional: Department may use an external search firm for highly skilled administrators. Read the external search firms policy (PDF).
4. Department selects final candidate. If approved by HRS in PeopleAdmin, an employment offer can be made, contingent on a background check. Read the background check policy.

Departments must use search committees for tenure or tenure-track positions, as outlined in the guidelines for faculty searches and appointments.

1. Department submits justification for filling the position in PeopleAdmin. Refer to the guidelines for justification for filling faculty positions.
2. Department submits either names of search committee members or a search waiver request in PeopleAdmin. Department also provides description of position qualifications.
3. If approved, HRS advertises position on HRS website.
4. Department selects final candidate. If approved by HRS in PeopleAdmin, an offer of employment can be made, contingent on a background check. Read the background check policy.

1. Department submits position request, including job description, in PeopleAdmin (on orange “Positions” side).
2. HRS determines position classification and works with department to recruit candidates. This includes referring candidates from existing hiring pools and/or civil service registers.
3. If needed, HRS creates job posting for review in PeopleAdmin (on blue “Hire” side). If approved by department, posting appears on HRS website for at least three days.
4. HRS reviews applicants and refers qualified candidates to department.
5. Department interviews candidates and selects who they want to hire. Department changes applicant's status in PeopleAdmin to "Recommended for Hire" and submits hiring proposal, which is routed to department head and college/unit for approval before coming to HRS.
6. Department asks applicant to complete background check form. Read the background check policy.

Extra-help employees must have an application on file for each position they're hired/rehired for. They must submit Declaration of Status and DCFS Mandated Reporter forms every time they're rehired. If the position has physical demands, they may need to have a pre-employment medical check.

1. Department creates job/internship description and posts it on Huskies Get Hired.
2. Department reviews resumes and conducts interviews. The same person should interview all candidates, asking the same questions.
3. Department selects student and hires them. Be sure to submit required hiring documents before their start date, so they’ll be paid on time.
4. Department notifies students who were not selected.
5. If position is designated security-sensitive under the Campus Security Enhancement Act, a pre-employment criminal background investigation is required.

1. Department creates job description and posts it on Huskies Get Hired.
2. Department reviews resumes and conducts interviews. The same person should interview all candidates, asking the same questions.
3. Department selects student and hires them. Be sure to submit required hiring documents before their start date, so they’ll be paid on time.
4. Department notifies students who were not selected.
5. If position is designated security-sensitive under the Campus Security Enhancement Act, a pre-employment criminal background investigation is required.