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Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies Introductions Hiring Freeze Guidelines/Exceptions Overview of.

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Presentation on theme: "Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies Introductions Hiring Freeze Guidelines/Exceptions Overview of."— Presentation transcript:

1 Informational Workshop for Faculty/Staff Hiring Processes and Affirmative Action Policies Introductions Hiring Freeze Guidelines/Exceptions Overview of Hiring Guidelines – Faculty, Staff Recruitment Resources for Minority and Underrepresented Groups Criminal Background Checks Affirmative Action/Equal Opportunity Policies (UM System and Campus) Interviewing Policy Reference Checking Disposition Codes Frequently Asked Questions Contact Information

2 Hiring Freeze Guidelines

3 Faculty Hiring Guidelines webpage/index.html webpage/index.html Type of academic position being recruited for Forms Recruitment Resources for Minority and Underrepresented Groups

4 Staff Recruiting Guidelines Recruit Overview Forms

5 Criminal Background Checks aa/documents/CBC-Required_or_Not pdf aa/documents/CBC-Required_or_Not pdf

6 Affirmative Action/Equal Opportunity Policies (UM System and Campus) HR Policy 102 Equal Opportunity Program Campus Policy I-27 Affirmative Action /documents/policy/I-27.pdf

7 Interviewing Policy (UM System) HR Policy 110 Interviewing Guidelines List of Appropriate/Inappropriate Questions

8 Reference Checking Before any reference call is made, the chairperson should: – Inquire if the person is still interested in the position, and if yes.. – Inform the candidate the committee will be calling references Keep careful notes to assist in reconstructing the conversation for your fellow committee members Search for patterns of strength and limitation; ask for examples of the individual’s experiences or decisions Don’t give equal weight to every remark – consider the source and the depth of the respondent’s relationship to the candidate When do I conduct reference checks? Are they required?

9 Reference Checking (continued) Keep a record of: – Name of search committee member – Name of applicant under consideration – Name / position of reference – Time/day/date of call – Area code/telephone number called We cannot ask informants questions about a candidate that would be illegal to ask the candidate directly. All questions must be job related. Be careful what you write down so that information will not be interpreted as unlawful discriminatory information (i.e. “the person is too old,” “is disabled”, etc.

10 Disposition Codes HR will supply you with a list of disposition codes (rejection reasons) for your use….you are required to use this list when dispositioning applicants throughout the various stages of review/assessment of qualifications. Examples……

11 Staff (Selection to Interview) HM-Lacks Preferred Credentials HM-Lacks Preferred Education HM-Lacks Preferred Experience HM-Misrepresentation/Falsification HM-Poor References HM-Not as Strong in Research HM-Not as Strong in Teaching HM-Poor Quality Application HM-Research Field not a Match HM-Selected for Other Position Ineligible - Current Employee Not Senior Bidder - Union Eligible Only Withdrawn (provide date & reason)

12 Staff (Interview Results/Offers) HM-Hours/Availability HM-Lacks Preferred Education HM-Lacks Preferred Experience HM-Location HM-Misrepresentation/Falsification HM-No Show for Interview HM-Poor Interview HM-Not as Strong in Research HM-Not as Strong in Teaching HM-Poor References HM-Research Field not a Match HM-Selected for Other Position HM-Unable to Contact Ineligible - Current Employee Not Senior Bidder - Union Eligible Only zzz Unable to Contact References zzz Unable to Confirm Work History Withdrawn (provide date & reason)

13 ADDITIONAL TIERS? DEPARTMENTS HAVE THE OPTION TO IDENTIFY A 2 ND OR 3 RD TIER OF APPLICANTS  Can access only if first group of selected interviewees are not successful  If department does not identify additional tiers, the only applicants that can be considered are those initially identified  Department may rank candidates in case first choice candidate declines job offer  Tier 2 and/or Tier 3 candidates still need to be dispositioned as well as second or third choice candidates

14 Faculty Rejection Reasons Application Incomplete HM-Applicant Declined Offer HM-Hours/Availability HM-Ineligible to Work in Position HM-Lacks Preferred Credentials HM-Lacks Preferred Education HM-Lacks Preferred Experience HM-Lacks Required Credentials HM-Lacks Required Education HM-Lacks Required Experience HM-Location HM-Misrepresentation/Falsification HM-No Show for Interview HM-Not as Strong in Research HM-Not as Strong in Teaching HM-Poor Interview HM-Poor Quality Application HM-Poor References HM-Research Field not a Match HM-Selected for Other Position HM-Unable to Contact Offer Rejected zzz Accepted Another Offer zzz Unable to Contact References zzz Unable to Confirm Work History Withdrawn (provide date & reason)

15 Frequently Asked Questions What if I want to conduct telephone interviews? Do I have to pay for travel expenses when candidates come for interviews? What if I want to “direct promote” a staff employee? How do I hire a temporary staff employee?

16 Weekly Rhythm ActivityMondayTuesdayWednesdayThursdayFriday RecruitingFinalize Job Openings for Posting (Noon Cutoff) Prepare finalized Job Openings for Posting Post Job Openings Approve Job Openings for Posting Screen Applicants and Route to Hiring Manager S&T Employment Application Window Closes (Midnight) Screen Applicants and Route to Hiring Manager Monthly Staff eRecruit Workshops (1st Tues) Monthly Faculty eRecruit Workshops (3d Wed) Hiring Approve Job Offers Make Conditional Job Offers Initiate Background Checks and POET Prepare and send Offer Letters On-BoardingWeekly New Employee Orientation Monthly/Semi Annual New Employee Orientation Prepare for Weekly New Employee Orientation PAF - Process New Employees Job Openings Job Applications batched, screened and routed Offer Approvals (CBC, POET, Offer Letters) 5- 7 Lateral Promotions (Offer Letters) Job Openings – 10 – 30 Minutes each Job Applications batched, screened and routed Minutes each Offer Approvals (Offers, CBC, POET, Offer Letters) Minutes each Lateral Promotions (Offers and Offer Letters) Minutes each

17 Tips Prepare a Departmental Desk Reference “How to Book ….” Bookmark https://doit.missouri.edu/training/peoplesoft/HR91/recruitingmsthttps://doit.missouri.edu/training/peoplesoft/HR91/recruitingmst Reference and Use Approve UM System Classifications -- Job Codes Discontinue use of or instructions using applications, CVs or Resume’. Especially in Print Ads, Website Ads, list serve s, etc. Mozilla Firefox is a friendlier browser UM System support is available to assist technical issues Internet Explorer 8 or 9 troubleshooting guide

18 Contact Information SHENETHIA MANUEL, Associate Vice Chancellor, Human Resource Services, Affirmative Action, Diversity and Inclusion (HRSAADI), ext EVERETT McDANIEL, Manager, Recruitment & Compensation, HRSAADI, ext KAREN CHAPMAN, Manager, Compliance & Employee Relations, ext CADY HOLMES, Human Resource Specialist II, HRSAADI, ext.6314

19 Any Questions?


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