Staff Hiring Process

During the hiring process, our goal is to attract high-quality individuals to Michigan Tech who will be successful and make significant positive contributions to the education of our students and to the University's reputation. For this reason, it is vital to recruit, identify, and select individuals with credentials that support the success and the quality of campus life for all students and all colleagues.  

Staff Hiring Process Phases

The following hiring guidelines, provided by Human Resources and Equal Opportunity Compliance, outline four phases composed of 10 steps, as well as provide tools and resources to assist University personnel in recruiting and hiring exceptional staff members. 

Always feel free to contact either your Human Resources Employment Services Representative or Equal Opportunity Compliance, email eocompliance@mtu.edu if you have any questions. 

Phase 1: Preparation

  • Step 1: Position Authorization and Search Committee Review
  • Step 2: Writing the Job Description and Developing the Applicant Screening Rubric

Phase 2: Recruitment

  • Step 3: Advertising and Building an Applicant Pool
  • Step 4: Review the Applicant Pool

Phase 3: Reviewing Applicant Pool and Interviews

  • Step 5: Review the Applicant Materials
  • Step 6: Narrow the Applicant Pool
  • Step 7: Interviews

Phase 4: Candidate Selection

  • Step 8: Candidate References
  • Step 9: Recommend Candidate for Hire
  • Step 10: Offer Accepted and New Employment Paperwork

Michigan Tech is a Federal Contractor and an Equal Employment Opportunity (EEO) Employer

Michigan Tech is required to comply with equal employment laws that are monitored by the Office of Federal Contract Compliance Programs (OFCCP). These laws are in place to prohibit contractors from discriminating against applicants and employees. All departments and search committees must assist in the University's compliance efforts so that we can continue to participate in federal contracts.

Equal Employment Opportunity (EEO) refers to the legally protected right of all people to be fairly evaluated on their ability and potential to perform a job throughout the entire hiring process.

Talent Acquisition and Bias

While these webpages review the recruitment and selection portion of staff searches, departments should continually prioritize talent acquisition. Talent acquisition is an ongoing vital effort that must be considered at all times as you are planning for the future and anticipating positions. Also, as you begin thinking about recruiting and hiring it is important to note that biases can enter the hiring processes in multiple ways. Biases are most likely to impact the assessments of applicants when:

  1. we are overwhelmed with information (large number of applicants in a pool)
  2. we are rushed to make decisions (trying to get interviews completed by a specific date)
  3. the criteria utilized for evaluations is poorly defined or unclear
  4. the search committee lacks a clear, consistent process to guide group decision-making

In recognition of this, completion of Michigan Tech’s Staff Hiring Process Training Program is required prior to serving on a staff search committee. This online training does an excellent job of introducing implicit bias and placing it in context for search committees. 

Additional Resources

Federal and State Laws and Regulations

Contacts

Employment Services Representative | 906-487-2280

Equal Opportunity Compliance | eocompliance@mtu.edu | 906-487-3310