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Kim Suder Brian Westfall Linda Hildebrand Human Resources Office

Search and Selection from Start to Satisfaction CSREES 2003 Administrative Officers’ Meeting Albuquerque, New Mexico Tuesday, April 15, 2003 Session #22. Kim Suder Brian Westfall Linda Hildebrand Human Resources Office West Virginia Cooperative Extension Service. Recruitment Justification

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Kim Suder Brian Westfall Linda Hildebrand Human Resources Office

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  1. Search and Selection fromStart to SatisfactionCSREES 2003 Administrative Officers’ MeetingAlbuquerque, New MexicoTuesday, April 15, 2003Session #22 Kim Suder Brian Westfall Linda Hildebrand Human Resources Office West Virginia Cooperative Extension Service

  2. Recruitment Justification Position Announcement Legal Considerations Search/Recruitment Processes Applicant Communication Applicant Screening Interview Preparation Conducting Interviews Hiring Decisions Conclusion of Successful Search Successful Outcomes Today’s Agenda

  3. 1. Recruitment Justification(Yellow Form) • Values, Vision, Mission • Strategic Plan • Staffing Patterns

  4. 2. Position Announcement(Blue Form) • Draft Position Announcement vs. Description • Development of Announcement • Consistent Information • Specific Qualifications • Screening Date versus Closing Date

  5. 3. Legal Considerationshttp://www.dol.gov/dol/compliance/compliance-majorlaw.htm • 1964 - Title VII of the Civil Rights Act • 1965 – Executive Order 11246 • 1972 - Equal Employment Opportunity Act • 1973 - Rehabilitation Act • 1974 - Vietnam Veterans Readjustment Assistance Act • 1986 - Immigration Reform & Control Act • 1990 - Americans with Disabilities Act

  6. 4. Search Process(Green Form) • Search Process • Review of Search Guidelines/Search Plan • Appoint/Review Roles- Search Committee • Finalize Position Announcement • Timeline/Budgeting Considerations • Advertising

  7. 4. Recruitment Process • Application Process • Electronic versus Hard Copy • Equal Employment Opportunity • Define Applicant

  8. 5. Applicant Communication(Salmon Form) • Acknowledgement • Information on Status of Search (extended) • Incomplete Packets • Complete Packets • Equal Employment Opportunity • Applicant Tracking

  9. 6. Applicant Screening(Ivory Form) • Roles • Search Committee • Hiring Officer/Authority • Human Resources • Affirmative Action Officer • Screening Tools/Methods • Face to Face • Conference Call

  10. 7. Interview Preparations(Pink Form) • Develop Interview Questions • Do’s and Don’ts of Interviews • EEO/AA Legalities • Develop Evaluation Tool • Scheduling/Confirming Interviews • Conference Call/Onsite • Dates/Times/Logistics/Equipment Needs • Benefits Summary

  11. 8. Conducting Interviews • Candidate Perspective • Host Introductions • Travel Reimbursements • Accommodations • Search Committee Perspective • Prepared • Consistent • On Schedule

  12. 9. Hiring Decisions(Goldenrod Form) • Interview Results • Reference Checks • Notification • Recommendation to Hire

  13. 9. Hiring Decisions • Contact final candidate on recommended hire – review next steps: • Salary • Start Date • Faculty Rank • Significant Area of Contribution • Faculty Assignment Document • If applicable, meet with County Extension Service Committee • Memorandum of Agreement

  14. 10. Conclusion of Successful Search • Announce hire to Search Committee/Employees • Thank Search Committee • Forward all documents to Human Resources • News/Media Release • Forward Offer Letter/Informational Packet

  15. 11. Successful OutcomesEmployer / Employee • Welcome Packet • Relocation Expense Process • Meet with Supervisor and CES Director • Schedule New Employee Orientation • Assign a Mentor • Develop Faculty Assignment Document • Performance Evaluation Process • Checklist

  16. What about roadblocks/barriers to this process?

  17. KESuder@mail.wvu.edu Linda.Hildebrand@mail.wvu.edu Brian.Westfall@mail.wvu.edu West Virginia University is an Equal Opportunity Employer and applicants will be considered solely on the basis of individual qualifications and merit without regard to race, color, national origin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or family status. Minorities, persons with disabilities, females and other protected class members are encouraged to apply. Consistent with the Americans with Disabilities Act, applicants needing reasonable accommodations during the employment process should advise as necessary.

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