Rucruite and Selection

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Recruitment and Selection Process

In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it is recommended the following steps be followed (also refer to Staff Recruitment and Selection Checklist). Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool: •Step 1: Identify Vacancy and Evaluate Need

Step 2: Develop Position Description
Step 3: Develop Recruitment Plan
Step 4: Select Search Committee
Step 5: Post Position and Implement Recruitment Plan
Step 6: Review Applicants and Develop Short List
Step 7: Conduct Interviews
Step 8: Select Hire
Step 9: Finalize Recruitment
Affirmative Action, Equal Employment Opportunity and Diversity are not to be considered separate actions or initiatives in the recruitment and selection process. Instead, they are key variables which are woven into each step of the process to support UCR’s achievement of excellence. Step 1: Identify Vacancy and Evaluate Need

Recruitments provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. Newly Created Position

When it is determined a new position is needed, it is important to: •Understand and take into consideration strategic goals for the University and/or department. Are there any upcoming changes that may impact this role? •Conduct a quick analysis of UCR Core Competencies. Are there any gaps? What core skills are missing from the department? Evaluate the core skills required now and those which may be needed in the future. •Conduct a Job Analysis if this position will be new to your department. This will also help to identify gaps. Replacement

When attrition occurs, replacing the role is typically the logical step to take. Before obtaining approval to advertise the position, consider the following: •As with a newly created position, it may be helpful to conduct a Job Analysis in order to tailor the position to what is currently required and to ensure proper classification. Your HR Classification Analyst can assist in reviewing and completing. •Review the role and decide if there are any changes required as certain tasks and responsibilities performed by the previous person may not or should not be performed by the new person Carefully evaluate any changes needed for the following:

Level required performing these tasks; considering the appropriate classification level. Be aware that changes in the classification of positions from represented to nonrepresented will require union notice and agreement •Tasks carried out by the previous employee

Tasks to be removed or added if any of the work will be transferred within department •Supervisory or lead responsibility
Budget responsibility (if any)
Work hours
Is there still a requirement for this role at all?
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Step 2: Develop Position Description
A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. A well-written job description:

Provides a first and sometimes, lasting impression of the campus to the candidate •Clearly articulates responsibilities and qualifications to attract the best suited candidates •Improves retention as turnover is highest with newly hired employees. Employees tend to be dissatisfied when they are performing duties they were not originally hired to perform. •Provides an opportunity to clearly articulate the value proposition for the role and the department and helps attract candidates to apply •Optimizes search engine results by ensuring job postings rank...
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