Recruitment of Unclassified Staff
The job posting is an online process. Only those individuals trained to use the PeopleAdmin Online Employment System may create a job posting. Contact the Wright State University Human Resources (937-775-2120 or email@example.com) for training information.
When recruiting unclassified staff, follow the guidelines in these steps:
- Search Committee
- Request for Contract/Request to Offer Position
- Background Check
- Letter of Offer
- Candidate Response to Offer
- Completion of Recruitment
The department creates a search committee, which may consist of faculty, staff, students, and residents.
The search committee must be identified and receive compliance training prior to the department submitting the PeopleAdmin posting. After the search committee completes the compliance training, the approved training certificate should be attached to the posting. The originator should also document the training in the comments section.
Note: Read the "Setting Up the Search" and "Search Committee Composition" sections of the WSU Recruitment Handbook found on the Affirmative Action Programs website.
The department will
create the advertisement for the position
- The advertisement must state that all applicants must apply online at "http://jobs.wright.edu."
- The advertisement should have a first considered date of at least 30 days from the posting date.
- The advertisement should state "open until filled" if the department wants to keep the posting open for an extended search period.
- The advertisement must state that "Wright State University is an Affirmative Action/Equal Opportunity Employer."
attach the advertisement at the Document tab under "Document," "Ad Copy"
wait for Affirmative Action Programs to assign an Affirmative Action Position number
- Affirmative Action will send the Precis Part I to the department.
submit the approved advertisement to the appropriate journals after receiving acknowledgement that the job posting is approved on PeopleAdmin
advertise in all appropriate publications and keep a listing of all agencies and institutions contacted about the position
- A search for staff may be national in scope.
- The "Recruitment Resources" section of the WSU Recruitment Handbook found on the Affirmative Action Programs Web site provides resources for recruiting women or minorities.
- The department should keep photo copies of the advertisements as they appear in journals.
The search committee's duties are to
- accept applications until the deadline
- screen the applications in compliance with Affirmative Action policies
- select the candidates for interview. First visits are normally limited to three candidates.
The department must
list each applicant on the screening chart (provided by Affirmative Action Programs) and complete information for each.
update PeopleAdmin record for each applicant by selecting the appropriate workflow action in the "Take Action On Job Application" box.
Requesting Interview (Affirmative Action Precis Part I)
The department must
complete the Recruitment and Selection Precis, Part I (model forms may be viewed at http://www.wright.edu/admin/affirm/forms.html)
submit the Precis Part I to the Affirmative Action Programs office (coordinate with the office for preference of fax or PDF file). Include the following items:
- screening chart
- photo copies of the advertisement as it appears in journals
- mailing lists of departments and medical schools that were sent notices of the open position
- curriculum vitae of candidates who are selected for interview
- notification if a visa will be required for a candidate
wait for the approval letter from the Affirmative Action Programs Office and a Precis Part II form
- The committee should not interview any applicants until Affirmative Action Programs office has approved Part I.
update workflow actions in PeopleAdmin for applicants being interviewed.
The search committee will
invite the candidates approved in Precis Part I for interview
- The committee should be consistent with all candidates by using the same basic itinerary for each candidate and using the same general questions.
interview the candidates
make a recommendation to the chair
The department must
complete Precis Part II (a model form may be viewed at http://www.wright.edu/admin/affirm/forms.html)
send (fax of PDF file) Precis Part II to the Office of Fiscal Affairs
- The committee must document the criteria and rationale used for selecting the recommended candidate(s).
- The appropriate associate dean will approve and return the Precis Part II to the hiring department and will forward a copy to the Office of Fiscal Affairs.
- The hiring department will send the signed Precis Part II to the Affirmative Affairs Program office.
After receiving approval for Precis Part II, the department must
make a verbal and conditional offer contingent upon a successful background check
Upon acceptance of the verbal offer, the department must
notify the candidate that HireRight (background check vendor) will send an e-mail with login instructions to access the screening application
Human Resources will notify the hiring manager of the results. Note: Background checks take one to three business days.
The department may proceed with the letter of offer after receiving the results.
The department must
wait for the approval letter for Precis Part II from Affirmative Action and a Status of Position Offered form
- A model of the Status of Position Offered form may be viewed at http://www.wright.edu/admin/affirm/forms.html.
An offer for a staff position CAN NOT be made to candidates prior to
- the closing date contained in the specific position advertisements
- Affirmative Action approval
prepare a letter of offer. The template offer letters are
send the offer letter to the appointee
If the offer is accepted, the department sends the following to the Office of Fiscal Affairs:
- original offer letter
- completed Status of Position Offered form
- current CV
- Personnel Action Form (PAF available on-line)
If the offer is declined, the department completes the Status of Position Offered form and submits it to the Affirmative Action Programs office.
The department may proceed with an offer to a second candidate only after completing a new Precis Part II and following the procedures listed above (beginning with "Interviews"). If no other offers will be made, the department should inform the Affirmative Action Programs office of its plans, whether it plans not to fill the position, reopen the search, etc.
Note: Once the position is filled or the department has decided not to fill the position, the department should keep documentation of the search for three years.
The department must complete the recruiting process by updating the workflow actions for all applicants.
Updated December 2012 (jb)