CIRA/CSU SEARCH PROCESS
The following steps must be taken in sequence in order to conduct an approved search for a candidate to
fill an open position.
CIRA Assistant Manager for Research Personnel Services (ie. Human Resources): Linn Barrett
phone: (970) 491-8402
e-mail: barrett@cira.colostate.edu
Step 1
1. Principal Investigator/Project Leader creates Position Description
2. Principal Investigator/Project Leader formulates Evaluation Criteria to be used for rating
candidates’ resumes
3. Principal Investigator/Project Leader formulates Interview Questions for use when interviewing
selected candidates
4. Principal Investigator/Project Leader recommends Search Committee Members (minimum of 2
individuals, maximum of 4 individuals)
5. Principal Investigator/Project Leader recommends the Chairman of the Search Committee (this
individual must be CSU employee and have completed CSU Search Chair Training)
6. Principal Investigator/Project Leader identifies advertising preference (classified advertisement in
newspaper(s)/AGU periodical &Website/AMS Website)
7. Principal Investigator/Project Leader sends Position Description, Evaluation Criteria, and
Interview Questions to Asst. Mgr. for HR + names of Search Committee members and name of
Chairman of Search Committee + advertising preference + funding account number
Step 2
Asst. Mgr. for HR sends New Position Request forms + Position Description + Evaluation Criteria +
Interview Questions + Search Committee information + advertising preferences to CSU's Office of Equal
Opportunity (OEO) via College of Engineering’s OEO Liaison
Step 3
OEO approves new position request
1. Asst. Mgr. for HR places advertisements and receives applications via e-mail
2. Search Committee members each evaluate candidates’ resumes using Evaluation Criteria Sheets
3. Search Committee members forward completed Evaluation Criteria Sheets to Chairman of Search
Committee
4. Chairman of Search Committee sends completed Evaluation Criteria Sheets to Asst. Mgr. for HR
5. Asst. Mgr. for HR inputs criteria evaluation data into Resume Review Ratings Spreadsheet and
forwards to Chairman of Search Committee
6. Chairman of Search Committee meets with Search Committee members and examines Resume
Review Ratings Spreadsheet, then selects candidates for interview
7. Chairman of Search Committee sends e-mail to Asst. Mgr. for HR containing names of candidates
to be interviewed.
Step 4
Asst. Mgr. for HR sends interview request + Resume Review Ratings Spreadsheet + Applicant
Spreadsheet to CSU’s Office of Equal Opportunity (OEO) via College of Engineering’s OEO Liaison
continued on back
Step 5
OEO approves interview request
1. Search Committee Chairman + Search Committee members contact candidates and schedule
interviews
2. Search Committee Chairman + Search Committee members conduct interviews using approved
Interview Questions and identifies 1 candidate for the position
3. Asst. Mgr. for HR sends Applicant Spreadsheet to Chairman of Search Committee
4. Chairman of Search Committee completes Applicant Spreadsheet and explains why 1 candidate
was chosen over others who were interviewed
5. Chairman of Search Committee forwards completed Applicant Spreadsheet to Asst. Mgr. for HR
and provides offer recommendation (name of candidate, salary, start date, supervisor)
Step 6
Asst. Mgr. for HR sends request to offer + Applicant Spreadsheet to CSU’s Office of Equal Opportunity
(OEO) via College of Engineering’s OEO Liaison
Step 7
OEO approves offer request
1. Asst. Mgr. for HR composes Offer Letter, attains Director’s Approval/Signature, and sends to
candidate
2. Candidate replies in writing and accepts the position
3. Asst. Mgr. for HR sends New Employee Needs form to candidate’s supervisor
4. Supervisor completed New Employee Needs form an forwards as directed by the form
Step 8
Candidate reports to work
1. Candidate meets with Asst. Mgr. for HR and completes new employee paperwork
2. Candidate meets with supervisor and begins first day on the job
3. Asst. Mgr. for HR inputs new employee data into Oracle HR computer system and forwards
signed new employee paperwork to CSU Human Resource Services department
Recruitment Resources
Recruitment is the process whereby the candidate pool for a position is established, undergirded by the understanding
that the final candidate chosen can be no better than those recruited into the candidate pool. All the work of evaluating and
interviewing will be useless without the initial effort to recruit effectively a sufficiently large and talented pool of candidates
able to yield a successful candidate.
All national searches must be advertised in at least one national journal. The closing deadline of the position must be a
minimum of six weeks after the approval of the announcement by the Office of Equal Opportunity and Diversity and should
reflect the publishing schedule of the journal selected. Choice of the journal(s) used should be determined by identifying which
will likely be read by candidates with the qualifications sought. For that reason there is no one "standard" advertising source.
Departments should determine how they can best use their advertising dollars. The recruitment plan will be more or
less extensive to reflect the expected difficulty in accomplishing the task. Journals which target minority audiences are
encouraged particularly if the search anticipates difficulty in generating a diverse pool. However, direct contacts with
individuals and organizations may be even more effective in reaching the targeted groups. Advertising is expensive; reopening
a search and re-advertising is even more expensive.
Journal advertising, while important, is only one piece of a successful recruitment plan. Personal contacts,
organization contacts, professional meetings and internet sites should also be included. Some professional organizations and
websites are included in this listing. You are invited to send other sites to the OEOD web contact person. U Some
organizations will advertise on their internet site. CSU does not currently subscribe to any of the internet online recruitment
services (i.e., CareerMosaic).
The watchword for the successful advertising plan is "Where would the qualified candidate see our advertisement?"