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 

The delivery of Human Resources will be transformed by ISD. Here's how you can best experience that transformation.

First, contact your HR Coordinators. They are the first point of contact  and local HR representative as a supervisor or employee in the organization. Whether you need a new position or want to change an existing one, consult your HR Coordinator for guidance on the type of position, level, and compensation.

Staff Recruiting Specialists are here to streamline the staff hiring process and get you the right talent for staff and post doc positions. They can help you:

  • Advertise a position: After connecting with your HR Coordinator on the need to post a vacancy, you'll work with the Staff recruiting Specialist (SRS) to get your staff and post doc roles on Workday and in other advertising outlets.
  • Find and evaluate talent: Collaborate with them on recruiting strategies and identifying the competencies of a successful candidate. Ask them about existing talent pipelines and high-potential candidates who could be a good fit. Trust them as talent acquisition professionals to use the strategy and competencies to find you the top candidates for final interviews. Collaborate on the review of candidates; they may check in on high potentials or the need to extend postings to make sure you get the right people.
  • Make the hire: Consult with them on final interview questions and final hire negotiations; they will have a great relationship with these candidates. Once you finalize your decision they will help the candidate through the background checks and transition them to the onboarding process.
Faculty  Temporary Employment 
Resource Guide Temporary Employment Resources
Dual Career Resources Merit Temporary Information
Recruitment and Retention Temporary Employment Agency FAQ

Resources:

Faster Staff Hiring Techniques
Matrix Template for Workday
Contact your Staff Recruiting Specialist


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.

Resources:

Essential Physical Functions Tool

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 Service Team to determine and develop the recruitment/sourcing plan. HR Partners are here to partner with and help ISU leaders succeed.

  • HR strategy: Invite them to your leadership meetings to add a talent perspective to forming and implementing your strategic direction. Every initiative, plan, goal or mission has a people component, so ask your Partner for ideas on the best ways to motivate and engage people in the right ways and point them in the right direction.
  • Workforce planning: Collaborate with them on annual budget and workforce planning, and partner with them on the business need, responsibilities, and creation of positions. Partner with them on managing the workforce, assessing staffing needs, succession planning, and supporting hiring decisions.
  • Consultant: Use your HR Partner as a consultant who's dedicated to your organization's mission and objectives. They can advise, guide and provide a people perspective on everything you need to do.


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. 

After connecting with your HR Coordinator on the need to post a vacancy, you'll work with the Staff recruiting Specialist (SRS) to get your staff and post doc roles on Workday and in other advertising outlets.

Higher Education Recruitment Consortium

 

Iowa Workforce Development

U.S. Jobs

 

Register Media and Des Moines Register Job Advertisement Information


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 Departments

P&S Referral Policy

Behavioral-Based Interviewing Training


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 Employment Guidance

Student Summer Hiring FAQ

Internship Information