Staff Hiring Process
The following steps are hiring guidelines provided by Human Resources (HR) Employment Services and the Office of Institutional Equity (OIE). Click on each step below for more information.
Staff Process Checklist
Complete the Position Authorization Form
Before posting a position, a Position Authorization Form must be completed. Obtain appropriate signatures then send to HR Employment Services.
Develop the Job Description
Develop a clear position description, with HR Employment Services, that includes minimum qualifications, and essential duties and responsibilities.
Whether an open position is a replacement or a new position, it is important that
at the time of the opening, a job description be developed. Be aware that setting
requirements too high may ultimately end up in reposting the position, while setting
them too low gives the wrong impression about the position. Be careful not to make
your requirements too narrow as that may limit your applicant pool and you may miss
out on a well-qualified applicant.
The minimum requirements are the benchmarks against which all applicants will be measured. Therefore, those requirements must be appropriate, realistic and reasonable. Identify minimum essential requirements in the areas of degrees, experience, knowledge, skills, and personal traits. Additional desirable qualities can also be identified.
It will also be important to be clear and complete when adding the essential duties and responsibilities of the position to the job description. Applicants should be able to clearly see what the job entails and what will be expected of them in that position.
As a member of the interview committee, you may be part of the development of the job description or it may already have been completed. Either way, you need to have a solid sense of the position and what duties the person in that position will be expected to perform. If you can answer the question, “What qualifications will a person need to succeed in the position as it has been defined?”, you will be well on your way to making a suitable match. All job descriptions must have Safety and Continuous Improvement language as part of the requirements. These requirements are listed in Appendix I. All job descriptions should have the training requirements of the position listed as well.
Please use the "Staff Posting Worksheet" to complete your job description. Contact HR Employment Services for additional information and/or assistance during the writing of the description. Forward your completed description to HR Employment Services for review.
Resource that may help you develop the job description: www.onetonline.org – tool with detailed descriptions for occupational information to provide standard descriptors to help build your job description for a wide variety of jobs.
Guidelines for the composition of the search committee
Recommended guidelines for the composition of the committee for non-union staff hires:
If you are convening a search committee, diversity is key.
- The committee should consist of a minimum of three (3) members with one or two members from outside your department, in addition to those from within the department. These external committee member(s) should not be located within the reporting structure of the department that is hiring.
- Larger committees: If the committee composition is made up of 5 members, two or three should be from outside the department.
- The committee's makeup should be diverse with regard to gender, minority, veteran, disability and/or other protected status (diverse ethnicities, races, religious affiliations, age, gender, sexual orientation, etc). This diversity will facilitate a strong hiring process that aligns with Equal Employment Opportunity.
The search committee is a task-oriented group. Members need to attend, contribute, cooperate, and communicate. Record keeping, coordinating schedules, and completing tasks is the responsibility of the committee chair. Confidentiality is imperative. A representative from Institutional Equity is available to meet with search committees.
Search Committee members must sign the Confidentiality Statement.
Search Committee members must complete staff certification to serve on a staff search committee. Human Resources and Institutional Equity have developed training and the following process;
Part 1: An on-campus Recruiting and Hiring Workshop. This workshop is regularly offered. See schedule: Human Resources Training and Event Services.
Part 2: An online Best Practices/Legal Aspects course tailored for staff hiring. This course will have no “due” dates but will be available for all search committee members to complete as it fits into their schedule. (It will take approximately 1.5 hours to complete). You are assigned to the course after you complete Part I.
All certification training will be tracked in Banner. List of staff certified to participate on staff search committees.
All search committees should be reviewed by Institutional Equity. It is the search committee chair's responsibility to send the names of the search committee members to email@example.com for review prior to meeting for the first time.
When placing an ad, a good faith effort should be made to see that all advertisements reach a diverse population. Print Ads are considered "passive" advertising. Actively recruit!
ALL external advertisements paid and free must be approved by both HR Employment Services and the Office of Institutional Equity.
It is required by federal regulations that all advertisements contain the EEO statement:
“Michigan Technological University is an Equal Opportunity Educational Institution/Equal Opportunity Employer, which includes providing equal opportunity for protected veterans and individuals with disabilities”.
A shorter version may be used only when word count is under consideration for pricing of ads: "Michigan Tech is an EOE which includes protected veterans and individuals with disabilities."
Equal Employment Opportunity Self Disclosure Form For Staff
Electronic EEO Self-Disclosure Form
The EEO form is automatically generated by PeopleAdmin. No further action is required by the department to collect this information.
Electronic Departmental EEO Report
Using PeopleAdmin, the search committee should check the diversity of the applicant pool.
Review Applicant Materials
06-A Review Applicant Materials
Develop criteria and evaluation material for rating candidates based upon "Required" and "Desired" qualifications from the job description.
- This does not include the Essential Duties & Responsibilities.
You will need to document any decisions made about candidates, either from further examination of applications, resumes, cover letters or interviews (phone or in-person).
Reminder: Non-union positions will be posted to the internal 48 hour hold for specified groups (Veterans, Dual Career, Layoff pool and PDP) prior to regular posting. For more information, contact your employment services representative.
All applications must be reviewed until the day that interviewing starts.
The following are a few reasons of non-hire that were not accepted by the Office of Federal Contract Compliance Programs (OFCCP) auditor:
|Unacceptable Reasons||Auditor's Comments|
|Did not meet search criteria||Please explain what each was lacking in comparison to the hire in relation to the advertised criteria|
|Lacking demonstrated expertise in required topics||Explain what was lacking|
|Did not fit ad||Explain what was lacking|
|Written communication skills not as good as candidates interviewed||Explain referencing the application package|
|Poor Communication: If not interviewed and there was no contact||Explain how this was determined|
06-B Narrow Your Applicant Pool
After prescreening applications, those applicant who are not advancing further must be given reasons for non-selection which will remove them from the applicant pool at this stage of the search process.
Electronic Reasons for Non-Selection for Applicants NOT Advancing Further
Using PeopleAdmin, the Search Chair must move applicants in the workflow by entering reasons of non-selection for all applicants not advancing further in the process by following these instructions. Job Aid: How to Move Applicants in the Workflow. The final disposition codes for those applicants not advancing will also be entered into the system at this point in the process. Please reference: Reasons for non-selection and AFL/Final Disposition Codes.
Before setting up interviews the search chair must send an Electronic Request of Approval by OIE to Interview
Using PeopleAdmin, the search committee chair should request and receive approval by OIE before interviewing applicants. Request approval to interview by following these instructions - Job Aid: How to Request Approval to Interview.
NOTE: Anytime a change is made to an applicant's Workflow State or Workflow Reason, please email firstname.lastname@example.org
Before setting up the interviews
- Applicants should have been "Approved by OIE to Interview".
Develop interview questions and submit questions to HR Employment Services for approval.
- Learn more about conducting successful interviews.
- Interview questions must be asked consistently with all who are being interviewed.
During the interview process take notes that can be used for reasons of non-hire.
|Unacceptable Reasons for non-hire||Auditor’s Comments|
|Did not interview well||Please explain|
|Not as strong as top candidate||Please explain how this candidate is weaker|
|Considered Finalist/Still being considered||You still need to give a reason for non-selection|
Re-Routing of Applicant Materials (Optional Functionality)
Using PeopleAdmin, the Search Chair MUST notify HR Employment Services with the date of the first interview (any type, i.e., phone, Skype, in-person) to have applications re-routed in the system.
Only after interviewing begins, does HR have the option of routing any new applicant materials directly to “Review by HR” instead of “Review by Search Committee.”
IF this option of "Review by HR" is chosen then:
- The Search Chair would then only need to record reasons for non-selection for those applicants reviewed in the system prior to the date of the first interview.
- HR Employment Services will mark all applications received after the date of the first interview as late applications in the system.
All positions at Michigan Tech are considered open until filled; however, this optional feature allows for a way to limit your pool.
If you have any questions on a failed search: Contact HR Employment Services 906-487-2280.
Electronic Move of Applicants to “Conduct Reference Checks”
Using PeopleAdmin, the Search Chair must move the those final candidates selected for reference checks into the workflow state of “Conduct Reference Checks” by following these instructions - Job Aid: Move Applicants to Conduct Reference Checks.
Hiring department/search committee representatives conducts reference checks using questions reviewed by HR Employment Services.
All documentation related to a hire, including search committee notes, any evaluation criteria, reference checks, results of any testing, ratings of applicants, etc. must be retained by the hiring department for 3 years after the hire date.
Electronic Reasons for Non-Selection for Applicants INTERVIEWED
Using PeopleAdmin, the Search Chair must move applicants in the workflow by entering reasons for non-selection for all applicants interviewed and not advancing by following these instructions. Job Aid: How to Move Applicants in the Workflow. The final disposition codes for those applicants interviewed and not advancing will also be entered into the system at this point in the process. Please reference: Reasons for non-selection and AFL/Final Disposition Codes.
Electronic Move of Finalist to “Recommended for Hire by Department”
Using PeopleAdmin, the Search Chair must move the final candidate into the workflow state of “Recommended for Hire by Department” by following these instructions- Job Aid: Move Finalist to Recommended for Hire by Dept..
Electronic Applicant Flow Log (AFL)
The AFL is completed electronically through PeopleAdmin during the search process. No further action is required by the department to collect this information.
NOTE: Anytime a change is made to an applicant's Workflow State or Workflow Reason, please email email@example.com.
All documentation related to a hire, including search committee notes, any evaluation criteria, reference checks, results of any testing, ratings of applicants, etc. must be retained by Human Resources for 3 years after the hire date. Please send all search materials to Human Resources upon completion of search.
HR Employment Services will confirm that reference checks were conducted before approving the Hiring Documentation.
After all final reviews are completed, the department will be notified by HR Employment Services of approval to extend a verbal offer of employment.
If you have any questions on a failed search: Contact HR Employment Services 906-487-2280
New Employee Completed Legal Paperwork
The new employee must complete all applicable employment forms, in person, at the New Huskies Employee Orientation on their first day of work. For questions, please contact Human Resources in advance by calling 906-487-2280.
The new employee cannot begin work until the employment paperwork is completed.