Recruitment & Selection Process

The process of evaluating and determining the need for a position is critical in the recruitment process. Employing units who have a need for a new position, or to backfill an existing position, should use this as an opportunity to review the organizational structure, staffing skills and expertise, and to advance the alignment of the workforce with the college/unit’s needs and the university’s priorities.

The talent management framework and associated procedures are designed to support a positive experience for the candidate, and provide the structure for a consistent, fair, and legal process for the hiring manager and the institution. Many of these processes are based on relevant university policies. The image below represents an integrated talent management framework and identifies each step of the recruiting and hiring process:


Recruitment & Selection Toolbox 

Professional & Scientific (P&S)Merit -COMING SOON!Faculty Temporary Employment 
Recruitment & Selection Guide- P&SRecruitment & Selection Guide- MeritResource GuideTemporary Employment Resources
Recruitment & Selection Process Map- P&SRecruitment & Selection Process Map- MeritDual Career ResourcesMerit Temporary Information
Recruitment & Selection Checklist - P&SRecruitment & Selection Checklist - Merit Temporary Employment Agency FAQ

Identify Need & Develop Position Description

Employing units who have a need for a new position, or to backfill an existing position, should use this as an opportunity to review the organizational structure, staffing skills and expertise, and to advance the alignment of the workforce with the college/unit’s needs and the university’s priorities.

A position description (PD) contains job-related criteria and serves as a guideline for the performance expectations of a position. Position descriptions also help establish parameters and guidance around the hiring and selection process. The PD is used in the recruiting process to provide an outline of a job’s minimum and preferred qualifications. It can also be used as a guide for developing interview questions, evaluating candidates, and formulating reference check questions.

P&SMeritBoth P&S and Merit
Creating a P&S Position DescriptionCreating a Merit Position DescriptionWriting a Position Description
Creating a P&S Positions Description (Blueprint)Creating a Merit Position Description (Blueprint)Essential Physical Functions Tool
Modifying a P&S Position Description (Blueprint)Modifying a Merit Position Description (Blueprint)Modifying an Exisiting Position Description
  Cloning a Position Description
  Approving a Position Description

Recruitment Planning

A thorough recruitment/sourcing plan will map out and identify means to attract a diverse and qualified applicant pool. The hiring manager is encouraged to collaborate with his/her respective HR Liaison and then, as needed, the respective UHR Talent Acquisition Consultant to determine and develop the recruitment/sourcing plan. 

P&SMeritFacultyAll Position Types
Creating a P&S Temporary PostingCreating a Merit Temporary PostingCreating a Faculty/Other PostingApproving a Posting

Sourcing & Advertising


UHR Talent Acquisition provides recruitment/sourcing resources for the hiring manager which support both targeted and diverse recruiting initiatives. UHR Talent Acquisition partners with outside vendors to ensure all positions posted to the university’s employment opportunities website are automatically posted to fulfill federal and state requirements. These websites automatically pull ISU job postings and allow for broader exposure through both the national and state workforce levels. All advertisements should follow the Open Search policy.

 

Additional Advertisement Resources

HERC CareerBuilder Des Moines Register  
About HERCCareerBuilder Online Job PortalDes Moines Register Contacts  
HERC Categories for PeopleAdminCareerBuilder Job Aid   
HERC Categories Training - PowerPointCareerBuilder Training - Recording   
HERC Categories Training - Recording    
DirectEmployers/HERC Partnership    

Assess & Interview Candidates

Before beginning the evaluation of application materials, the hiring manager should review and discuss the position’s minimum requirements and the preferred qualifications with the Search Committee and/or Stakeholders, as applicable.

Interviews are a crucial step in the selection process. Carefully planned and well executed interviews are those that allow for key questions to be addressed. Interviews should be structured in the form of conversation and allow for the opportunity to further assess the degree to which the candidate meets the position qualifications while also gauging alignment with the employing unit.

Resources for DepartmentsPeopleAdmin Tools
Veterans' Preference Procedure for DepartmentsReviewing Applicant Materials
P&S Referral PolicyScreening Applicants
Behavioral Based Interviewing TrainingRating and Routing Applicants
 Optional Matrix Template
 Sample Complete Matrix

Student Employment

The Student Job Board is provided by the Student Employment Center (SEC) and offers a way for students to search for jobs that employers have posted.  Employers are not required to post on the Student Job Board. If the student is skilled and experienced in research, computer services, or other specialized work, they may find excellent part-time employment just by asking the people they see in the department. For more information, please refer to the Office of Student Financial Aid

Student Summer Hiring FAQ

Internship Information