Selection Methods
A. Overview of Process
1. Assess the need for the job and ensure adequate funding
2. Review the job description to ensure that it meets the present and future requirements
3. Design the selection process ( utilize search committee process if applicable)
4. Draft the advertisement and select the advertising media
5. Short list using the person specification only
6. Interview and test short-listed candidates
7. Validate references, qualifications and background checks
8. Make appointment
Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment process.
B. Review the Job and the Need for It.
Upon the resignation, transfer, retirement, or the authorization of a new position, the "search and selection" procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives.
1. Supervisors need to consider the following issues:
Is the job still necessary?
What value does it add to the team and to the delivery of service?
2. How will the Post be funded?
Does the job description need updating?
If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues.
What type of employment could be offered?
Full-time, part-time?
Is job-sharing an option?
Permanent or fixed term contract? Use of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts.
3. If the decision is to hire for the position, it is the
1. Assess the need for the job and ensure adequate funding
2. Review the job description to ensure that it meets the present and future requirements
3. Design the selection process ( utilize search committee process if applicable)
4. Draft the advertisement and select the advertising media
5. Short list using the person specification only
6. Interview and test short-listed candidates
7. Validate references, qualifications and background checks
8. Make appointment
Supervisors and Department Directors hold the responsibility for ensuring this framework is followed. Human resources and Employee Development is available for advice and will assist in general administration of the recruitment process.
B. Review the Job and the Need for It.
Upon the resignation, transfer, retirement, or the authorization of a new position, the "search and selection" procedure begins. This is an opportunity to review position responsibilities and the way in which the position contributes and promotes unit, department, division and university objectives.
1. Supervisors need to consider the following issues:
Is the job still necessary?
What value does it add to the team and to the delivery of service?
2. How will the Post be funded?
Does the job description need updating?
If so, the grade for the job and the person specification may need to be re-evaluated. The Human Resources and Employee Development Team is available to provide advice on constructing both job descriptions and person specifications and advising on grading issues.
What type of employment could be offered?
Full-time, part-time?
Is job-sharing an option?
Permanent or fixed term contract? Use of fixed term contracts are most appropriate for covering a particular task/project/item of work or an interim appointment. They should not normally be used to fill permanent posts.
3. If the decision is to hire for the position, it is the