Step One: Pre-Advertising

Step One: Pre Advertising

Review the Recruitment Manual and Resources on the OEOC Website.

Reach out to the department/divisions Recruiting Coordinator or HR Partner and inform of requisition needs.

Make sure that appropriate approvals are obtained for position

The Job Requisition, also known as the Position Announcement becomes the hiring official/search committee’s touchstone for all succeeding acts of recruitment, interview, and selection. Performing a careful analysis of the advertised job is essential to beginning a search. The Job Requisition, which is prepared by the hiring official/department, initiates the recruitment process. The Job Requisition must be clearly defined using no discriminatory language. Advice may be sought from the predecessor in the job, supervisor, peers, subordinates, external partners, and others to ensure the requisition is comprehensive.
The Job Requisition will include the Job Restrictions, which are the primary and secondary duties, as well as qualifications and expierence applicants must possess. A well-constructed job requisiton will yield the best results when searching for applicants.

The Restrictions: Special consideration should be given when developing the Job Restrictions. These include the minimum and preferred qualifications. • The Job Requisition must not include skills and competencies that are not required to perform the duties of the position, as this could eliminate otherwise qualified applicants. Avoid language that may imply preselection.
Criteria Evaluation: Criteria not specified in the original requisition summary cannot be used to evaluate applicants. The search committee must have a clear and shared understanding of the minimum and preferred qualifications, as well as the evaluation standards for all applicants.
Duties: Essential duties are the fundamental job responsibilities that an employee must be able to perform, with or without reasonable accommodation. To comply with the nondiscrimination requirements of the Americans with Disabilities Act (ADA), it is necessary to identify the essential duties, and the physical demands associated with performing these functions. Non-essential duties are important to the position, but could be reassigned if needed. Supervisors must examine each duty to determine which are essential and which are non-essential.

Posting Requirements: In accordance with the university’s equal employment opportunity obligations, all regular vacancies must be listed with Human Resources and publicly posted through standard university channels. Staff positions must be advertised for a minimum of seven (7) days, up to a maximum of ninety (90) days. Professorial rank faculty positions must be advertised for a minimum of thirty (30) days. Instructors and Lecturers must be listed for a minimum of seven (7) days.
Advertisement Composition: When creating a Job Requisition, the hiring official/search committee should consider the qualifications and evaluation criteria that will be used. Job advertisements must be written in gender-neutral language and should reflect inclusive language and accessibility.
Required Application Materials: The hiring official/search committee may choose to request a limited number of application materials in order to encourage the broadest pool of qualified applicants. Excessive documentation requirements at the initial application stage can deter applicants. Additional materials may be requested later in the search process, if needed.

Advertisement Duration:
- Professional Rank Faculty must be advertised for at least thirty (30) days.
- Instructor and Lecturer level Faculty must be advertised for at least seven (7) days.
- Non-Classified and Classified Staff must be posted for a minimum of seven (7) days.
- Internal Staff postings are limited to six (6) per fiscal year per department.