Overview
The search process for Merit and P&S staff is a collaborative effort designed to identify and match highly qualified professionals with an advertised vacancy. Led by a hiring official/search admin or a search chair and search committee, candidate evaluation and selection is guided by the HRS employment team.
Stage 1
Recruitment Stage 2
Evaluation Stage 3
Selection
Step 1: Identify Hiring Need & Create a New Position or Review Existing Position Description
Responsibility: Hiring Official/Search Admin & Human Resource Services
Determine whether you are filling a vacant position or filling a new position.
New positions and existing positions that are being significantly changed generally must have a formal classification review prior to a search beginning. In order to initiate this classification review for a P&S position, complete a P&S Position Description Questionnaire (PDQ). For a Merit position, complete a Merit Position Description Questionnaire (PDQ). If changes to an existing position are not substantive, HRS can simply update the position description and formal classification review is not necessary. For additional information on classification, please view:
Step 2: Initiate Search by Creating a Job Requisition in UNI Works
Responsibility: Manager or HR Liaison
General guidelines when filling out the requisition:
- Review Policy 4.02 Staff Recruitment and Hiring before initiating a search.
- A manager can submit a job requisition for an opening that is part of their Supervisory Organization or part of a Supervisor Organization reporting up through the manager. A HR Liaison can submit a requisition for a Supervisory Organization they support. When completing the Job Posting Description section of the requisition consider the following:
- The requirements listed in the job posting will be used when reviewing your candidate pool. If a candidate does not meet one or more of the qualifications listed as required, they cannot be considered for an interview. Preferred qualifications cannot be used as a reason to disqualify a candidate; however, based on phone screen results and/or the number or strength of preferred qualifications met, they may be used to distinguish those selected for an interview.
- If you intend to consider student experience towards minimum requirements, it must be listed in the job posting and is considered half-time (one year of student experience is equal to six months of full-time experience).
- If there are work schedule details such as significant evening or weekend hours, the position is less than a 12-month appointment, or is part-time, it is recommended that those details be included in the posting job description section of the requisition so potential candidates are informed.
- For higher level positions, if an individual search website will be utilized, include the search website URL in the posting job description section of the requisition. For guidelines on search website and campus open forums, please contact the P&S Employment Coordinator.
- If Remote Work is a requirement of a position, the job posting must include this requirement. To attract more candidates, you may include "Remote Eligible Within the State of Iowa" in the posting title or body of the job posting when applicable. Consult with HRS if this applies.
- Plan a timeline. The full consideration date for applications needs to be at least 10 business days from the ad start date, but may extend out further.
- Consult with HRS about available ad packages and recommended sources and in accordance with Affirmative Action goals and other objectives. Once ad sources are selected, complete this Ad Source Selection Form and attach it to the requisition or email to Jordan Cornwell at jordan.cornwell@uni.edu. Do not forget to list appropriate websites, professional organizations, distribution lists, etc. that may be appropriate for the type of position. The goal is to create the best possible pool of candidates.
- Human Resource Services will draft an advertisement based on the job posting description in the requisition.
- For all positions not designated as P&S Annual, (e.g. department directors), the search process may be administered by the Hiring Official/Search Admin in collaboration with the position's supervisor, if different. Search committees may be used if desired, but are not required unless the hiring official determines a committee is appropriate. If a search committee is being utilized, consult with HRS on suggested committee representation. A search committee is required for positions designated as P&S Annual.
View the Create Job Requisition job aid for information about completing the requisition. Complete the requisition and submit into workflow for approval.
Step 3: Requisition Review & Approval
Responsibility: Human Resource Services, Hiring Official/Search Admin & Division Head
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Once the requisition has been submitted, HRS will make any necessary changes to the requisition and will submit the requisition into workflow. The requisition must be approved by HRS and up through the Division Head.
Step 4: Place Ad in Predetermined Sources
Responsibility: Human Resource Services
- Once approved, HRS will place all advertisements other than any "member-only" type websites or listservs. For advertisements where department assistance is needed with posting, HRS will provide an approved ad for department use.