Looking to replace or fill a new position? For now, reach out to your HR Generalist.

New resources will be coming soon to help navigate the recruitment process in Workday! For now, here’s what you need to do:

• 1. Use the standard job description (SJD) library located HERE to review all of our titles and job descriptions. When determining a title, the employee should be doing all the responsibilities listed.
  2. University Staff recruitments: Decide which type of recruitment process you will use. Hiring supervisors have the option to use our traditional recruitment process or use the University Staff Alternative Search Process. Details on our alternative process can be found HERE.
  3. Create your job posting: Draft your external job posting that will be advertised on the careers website for candidates to apply, connect with your HRG for help and ideas! The HR Generalist will route the request for approvals in Workday and source the posting once fully approved! 
  4. Screen Candidates: The HR Generalist will let the search chair and search committee know when the initial pool of candidates is ready for review. The HR Generalist will help the search chair move candidates through the recruitment process in Workday. 
  5. Request Offer Approval: The hiring supervisor, search chair, or administrative support person connected to the recruitment needs to notify the HR Generalist of the applicant who has been selected as the finalist. The HR Generalist will assist with getting the necessary approvals in Workday and help the hiring manager navigate the offer process. 

Note: The below guides are in the process of being reviewed and will be updated soon. 

Helpful guides for your role in the recruitment process:

Search Chair Quick Tips Guide 

Search Assistant Quick Tips Guide

Search Committee Roles – Quick Guide

Recruitment Process Flow Chart

Required Document Upload Checklist

Required and Preferred Knowledge, Skills, and Abilities

Creating an Event (Interview Scheduler)

Tiering/Screening Templates:

Tiering Rubric

Search Committee Final Recommendations

Open Meetings Law

All Search and Screen committee meetings are subject to the Open Meetings Law 19.85 (1) (c).

If you receive a request for documentation from a search, contact the University’s Custodian of Public Records, Robert Roberts, at publicrecords@uwosh.edu.

FAQ’s

What is the difference between and internal and external search? An internal search is one where only internal candidates (those currently employed at any Universities of Wisconsin Institution) are considered for the position. An external search considers both internal candidates and external candidates.

Can a candidate be reimbursed for traveling during the recruitment process? Yes; candidates may be offered reimbursement for their travel expenses throughout the recruitment process, however, if offered to one, this needs to be offered to all candidates. For more information on the travel reimbursement process, please reference this guide.

The Office of Human Resources has solidified unlimited job posting contracts with the vendors listed below. Please know that your department will not be financially responsible for posting on these particular websites due to a partially centralized advertising budget solely applicable to these vendors.

• • The Chronicle of Higher Education: Qualified to serve as a targeted outreach advertisement.
  • Higher Ed Jobs
  • LinkedIn
  • Circa (Localjob Network)

Additional outreach is highly encouraged and a best practice. Departments may advertise their positions on niche job boards, journals, list serves, etc. Additional advertisements placed will need to be paid for and posted by the hiring department and documentation must be uploaded to the documents tab of job requisition.

The recruitment process is often the first experience an applicant has with the university. Being properly prepared for your phone interviews and on campus interviews is an integral contributor of your candidates having a positive application process. We strongly encourage each search and screen committee member and hiring supervisors to review the interviewing guides provided below to be as prepared as possible for your recruitment process:

• Interviewing Guide (Tips and Advice): New to being on the employer’s side of the interview? Explore the fine details of interviewing with some helpful tips.
• Interview Question Bank: An essential guide to help your search and screen committee establish phone screen and onsite interview questions. If you would like the recruitment team to look over your interview questions to make sure they are compliant, please email them to recruitment@uwosh.edu.

What are the standard operating procedures for recruiting and hiring on campus? Please use the following document when you have a recruitment need that arises in your area. Our standard operating procedures for recruiting and hiring outlines the various actions departments can take to fill positions.

What are some unique hiring circumstances surrounding instructional academic staff and fixed-term terminal academic staff? Please review this document to learn more about some these unique hiring situations.

What is the difference between an Acting and an Interim role? To understand the difference between these two roles, reference this brief guide.

What is the standard procedure for conducting professional reference checks? Universities of Wisconsin has implemented the use of SkillSurvey to complete reference checks for prospective employees.  The system provides a standardized method to collect candidate references.  The reference check process is managed through the HR office.  Please work with your recruitment contact for any questions regarding the process or when you are ready to move a recruitment forward.

I am a supervisor and I was contacted by a potential employer for a reference check regarding a current or former employee. How should I respond? Please proceed to answer their questions to the best of your ability and/or comfort level. Per UW System policy, you must also notify the potential employer of the appropriate UW System institution contact for any questions regarding employee misconduct (including any violation of sexual violence or sexual harassment policies), even if the potential employer does not specifically ask. The appropriate UW System institution contact must disclose whether the employee has ever been found to have engaged in, is currently under investigation for, or left during an active investigation in which they were accused of sexual violence or sexual harassment. Please use the following statement when in these situations:

“All questions related to employee misconduct including sexual misconduct are addressed only by our human resources department, which can be contacted by email at hroffice@uwosh.edu. This isn’t meant to imply that this candidate has committed any misconduct but is something we are required by policy to tell all potential employers.”

What is a position of trust?  Per Regent Policy Document 20-19, positions of trust are those positions that require unsupervised or significant access to minors, under the age of 18 who are NOT enrolled or accepted for enrollment at a UW System Institution, and medical patients (vulnerable populations); property access; financial/fiduciary duties; an all executive level positions. Those who hold a position of trust are required to complete a criminal background check every four years with the Human Resources Office.