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
Hiring Freeze Guidelines
http://hraadi.mst.edu/hr/compensation/index.html
Faculty Hiring Guidelines
• http://vpaa.mst.edu/academics/recruitorfillavacantacadposition
webpage/index.html
• Type of academic position being recruited for
• Forms
• Recruitment Resources for Minority and Underrepresented
Groups
Staff Recruiting Guidelines
• http://hraadi.mst.edu/hr/compensation/vacantstaffposition/
• Recruit Overview
• Forms
Criminal Background Checks
• http://vpaa.mst.edu/media/administrative/vp
aa/documents/CBC-Required_or_Not-092011.pdf
Affirmative Action/Equal Opportunity Policies
(UM System and Campus)
• HR Policy 102 Equal Opportunity Program
http://www.umsystem.edu/ums/rules/hrm/hr100/hr102
• Campus Policy I-27 Affirmative Action
http://chancellor.mst.edu/media/administrative/chancellor
/documents/policy/I-27.pdf
Interviewing Policy
(UM System)
• HR Policy 110 Interviewing
http://www.umsystem.edu/ums/rules/hrm/hr100/hr110
• Guidelines
• List of Appropriate/Inappropriate Questions
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?
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.
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……
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)
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)
ADDITIONAL TIERS?
DEPARTMENTS HAVE THE OPTION TO IDENTIFY A 2ND
OR 3RD 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
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)
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?
http://hraadi.mst.edu/hr/compensation/staffdirectpromotion/
•
How do I hire a temporary staff employee?
http://hraadi.mst.edu/hr/compensation/temporaryemployees/
Weekly Rhythm
Activity
Recruiting
Monday
Finalize Job Openings
for Posting (Noon
Cutoff)
Tuesday
Wednesday
Prepare finalized Job
Openings for Posting
Post Job Openings
Approve Job Openings
for Posting
Approve Job Openings
for Posting
Screen Applicants and S&T Employment
Route to Hiring Manager Application Window
Closes (Midnight)
Monthly Staff eRecruit
Workshops (1st Tues)
Hiring
Approve Job Offers
Approve Job Offers
Make Conditional Job
Offers
Initiate Background
Checks and POET
Prepare and send Offer
Letters
On-Boarding
Weekly New Employee
Orientation
PAF - Process New
Employees
PAF - Process New
Employees
10-15 Job Openings
12-15 Job Applications batched, screened and routed
12-15 Offer Approvals (CBC, POET, Offer Letters)
5- 7 Lateral Promotions (Offer Letters)
Thursday
Approve Job Openings
for Posting
Friday
Approve Job Openings
for Posting
Screen Applicants and Screen Applicants and
Route to Hiring Manager Route to Hiring Manager
Monthly Faculty
eRecruit Workshops (3d
Wed)
Approve Job Offers
Approve Job Offers
Make Conditional Job
Offers
Initiate Background
Checks and POET
Prepare and send Offer
Letters
Monthly/Semi Annual
New Employee
Orientation
PAF - Process New
Employees
Approve Job Offers
Make Conditional Job
Offers
Initiate Background
Checks and POET
Prepare and send Offer
Letters
Make Conditional Job
Offers
Initiate Background
Checks and POET
Prepare and send Offer
Letters
Prepare for Weekly New
Employee Orientation
PAF - Process New
Employees
PAF - Process New
Employees
Job Openings – 10 – 30 Minutes each
Job Applications batched, screened and routed -- 10 Minutes each
Offer Approvals (Offers, CBC, POET, Offer Letters) -- 10-15 Minutes each
Lateral Promotions (Offers and Offer Letters) -- 10 Minutes each
Tips
• Prepare a Departmental Desk Reference “How to Book ….”
• Bookmark https://doit.missouri.edu/training/peoplesoft/HR91/recruitingmst
• Reference and Use Approve UM System Classifications -- Job Codes
• Discontinue use of HRSINFO@mst.edu or instructions using paper
applications, CVs or Resume’.
•
Especially in Print Ads, Website Ads, list serve emails, etc.
• Mozilla Firefox is a friendlier browser
• UM System support is available to assist technical issues
• Internet Explorer 8 or 9 troubleshooting guide
Contact Information
• SHENETHIA MANUEL, Associate Vice Chancellor, Human Resource Services,
Affirmative Action, Diversity and Inclusion (HRSAADI), ext. 4241
• EVERETT McDANIEL, Manager, Recruitment & Compensation, HRSAADI,
ext. 4062
• KAREN CHAPMAN, Manager, Compliance & Employee Relations, ext. 6314
• CADY HOLMES, Human Resource Specialist II, HRSAADI, ext.6314
Any Questions?