Welcome To Maricopa’s Hiring Processes Overview

1. Hiring Managers, Screeners, Interviewers, HR Professionals College or District Executives involved in hiring… Welcome To Maricopa’s Hiring Processes Overview You are at the right place for information about changes to improve the hiring process to shorten the time from posting to job offer.

2. Hiring Process Highlights You will be learning about these improvements to the hiring process. Plan Better Post Earlier Screen Sooner Choices for Hiring Managers Separate Screening and Interviewing Teams Qualifications written more clearly Streamlined Salary Placement Expedited Background Check process

3. Hiring Process Overview Click on icons for info about each topic. Click on the yellow buttons at the bottom to return to this screen or to continue. Recruitment Preparation Recruitment Open Screening Recruitment Closed Interviewing Job Offer Return to topics

4. The Search Plan guides hiring planning about: • Minimum and desired qualifications that best describe job requirements; 3-5 minimum and 5-7 desired qualifications are recommended • Screeners (at least 2), Interviewers (at least 3); can be two separate groups; Hiring Manager recommended to do both • Screening desired qualifications as Yes/No or on a numeric scale • Interview type, using assessments, providing interview questions in advance Approval Process A recruitment starts with two key items - funding and approval. Follow college/site process to obtain approval. Recruitment Preparation What needs to happen before a position can be posted? Click each icon to find out. Search Plan The Search Plan is the key document for planning the recruitment and setting timeline expectations. The Hiring Manager prepare the Search Plan then meets with HR. The Search Plan information is used to generate the Job Requisition. Click for more info… The Job Req is an important part of HR’s role. In consultation with Hiring Managers, and using the Search Plan information, HR creates the Job Requisition in HRMS. Job Requisition Return to topics

5. Job postings will go live following department/HR approval. Internal postings will be live within 30 minutes in Self Service HRMS. External postings will be live immediately! Job Posting Recruitment Open The job is posted. Who will apply? What?! Screeners can review application materials right away? Yes! No need to wait for the closing date – with one exception – What is it? Click to find out. Application Materials If the job posting is approved but key recruitment information is not completed in the Search Plan (this situation should be the exception and not the rule), access to application materials can be delayed by HR until the needed information is received. Internal & External Internal and external job posting opening and closing dates may be the same or can be different depending on policy group requirements. Return to topics

6. Internal applicants are screened before external applicants, even if the posting was simultaneous. Qualified internal candidates are interviewed Internal &/or External Screeners have reached consensus and the interview slate is completed, now what? Screening results and interview slates are forwarded to HR. HR enters screening results in HRMS. Screening Who is invited to interview? Screening Together or Separate Results Entered in HRMS The Hiring Manager coordinates the screening process. Screeners can work together or separately. The best approach depends on the recruitment timeline, Screener availability and the number of applicants. Screeners determine who receives an interview based on evidence in the application materials. Internal applicants are invited for interviews by meeting requirements of their respective policy manual. External applicants are invited for interviews if they have met all minimum qualifications and some degree of desired qualifications. Who to Interview? Return to topics

7. Assessments are a good option for gathering information about an applicant’s skills. Assessments can be prior to interviews or a part of the interview process. Will some candidates be invited back for additional interviews or activities? Second interviews, public forums, or meetings with college leadership must follow a consistent process and adhere to interviewing best practices. Assessments Making an impression is a two-way street. Interviewing How big is the interview team? A minimum of 3 Interviewers is required. Maricopa’s diversity guidelines require at least one female, one male, and one person reflecting ethnic diversity. Additional Rounds Round 1 What do you find out and when? Timing for reference checks depends on college/site processes. References can be completed before or after final interviews. Reference Checks ID Finalists or Preferred Candidate Is there a shining star or is it hard to decide? Interviewers identify finalists or a Preferred Candidate based on Interview scoring, and assessments if applicable. HR records interview scores and Preferred Candidate status in HRMS. Return to topics

8. Does the candidate accept? If so, a start date is identified. If acceptance hinges on salary or other questions contact HR for guidance. Hiring Managers check references provided by candidates. Internal candidates’ supervisors should be contacted. Reference Check Job Offer What needs to happen so an offer can be made? Background checks are run on the Preferred Candidate. Education is now confirmed via these checks for non-faculty positions. Background Check Job Offer Accepted? Hiring Managers are encouraged to be the bearer of the good news and make the job offer. HR will provide the job offer details to the Hiring Manager. Job Offer Extended Salary Placement For what salary step is the candidate eligible? Salary placement calculations are a bit involved, and are processed by HR. New hires will now be placed at their appropriate salary step from day 1. Return to topics

9. Yay! The offer is accepted and a start date identified. Congratulations! Position Filled Are we done yet? Recruitment Closed HR does this step - quality assurance of recruitment documents and closing the recruitment in HRMS. Finalize HRMS Return to topics

10. What’s Next? Hiring Process Website & Team Member Resources for Self-Study Visit the Hiring Processwebsite for additional resources for Hiring Managers, Screeners, Interviewers, and HR professionals. Resources include – hiring guides, job aids, qualifications bank, interview questions bank, procedures, tutorials, and more! Hiring Process team members must complete Hiring Process Knowledge Checks prior to serving on a Hiring Team. Sign up via HRMS. Smile! You’ve finished the overview!

11. Smile, you completed the overview. If that doesn’t make you happy enough, watch these pandas at play. The play button will display when you hover your mouse over the video image.