- Employee Benefits
- Tools for Employees
- Tools for Employing Units
- Contact UHR
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
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.
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&S||Merit||Faculty||All Position Types|
|Creating a P&S Temporary Posting||Creating a Merit Temporary Posting||Creating a Faculty/Other Posting||Approving 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||Des Moines Register||Careerbuilder*|
|About HERC||Des Moines Register Sample Ads and Price Sheet||1 Job: $200|
|HERC Categories for PeopleAdmin||Iowa State University Advertisement Options - PowerPoint Slides||2 Jobs: $360|
|HERC Categories Training - PowerPoint||Iowa State University Advertisement Options - Recording||3 Jobs: $520|
|HERC Categories Training - Recording||5 Jobs: $850|
|DirectEmployers/HERC Partnership||Call: 1-877-345-5256|
*CareerBuilder has deactivated all Affiliate Posting Sites and Job Advertising Portals. This means the Iowa Regents CareerBuilder Portal is no longer available to order and post job advertisements. Job ads may still be placed with CareerBuilder by calling the CareerBuilder Help Desk at 1-877-345-5256.
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.
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.