Requesting to Post and Recruiting

• Determine who will be on the selection committee.
• Developing screening criteria. Before reviewing applications and resumes, develop a list of criteria against which all candidates will be evaluated. Create a hiring rubric to help you score your candidates’ applications. An example of a hiring rubric can be found here.

• Carefully review each candidate’s experience and knowledge, skills, and abilities (KSAs) and score their applications based on the rubric that has been developed.
• Only applicants who met the minimum qualifications, meaning they possess the required education and/or experience for the position, should be considered for an interview. Below are some tools to help you qualify your candidates:
  • Candidate Qualification Guide: Breaks down on what to look at to see if a candidate qualifies for a position.
  • Employee Screening Process: A step-by-step guide on how to manage your candidates in Taleo.
• After minimum qualifications are reviewed, check preferences. How many preferences do the candidates’ application meet?
• Carefully review each candidate’s experience and knowledge, skills, and abilities (KSAs) and score their applications based on the rubric that has been developed. Once all applicants have been scored, your top candidates can now be schedule for interviews via zoom, teams, or in person.

• If you are not moving forward with a specific candidate, please indicate this in Taleo by rejecting their application and selecting the reason why you are not moving forward with them from the drop-down menu.
• Call your prospective candidates. You may wish to conduct a quick phone screening to determine salary requirements, level of interest in the position, and/or other qualifications. Note: If a salary requirements discussion needs to happen, it is best to do this before scheduling an interview.
• After the phone screening, schedule the selected candidates for an interview. If the candidate is coming for an in-person interview, tell them where to park, where to go, what the interview process entails, and approximately how much time they should plan to spend.

We have centralized all University contacts with the United States Citizenship & Immigration Services (USCIS) concerning the hiring of international staff. Routine contacts are handled by the Office of Immigration Services.

Criteria for noncitizens in the candidate pool should be identical to those for citizen candidates. Any concerns about visas or other immigration issues that arise for a noncitizen candidate will be handled by the above offices and should not be raised with the candidate or otherwise considered during the search, except that clearance to work in the United States may be noted as a requirement of the position.

Whenever considering recommending a staff position for a noncitizen, please contact the office of Immigration Services, OIS@ou.edu before making any commitments and as much in advance as possible to discuss the situation and to determine the best way to proceed. The complexity of immigration laws and the uniqueness of each situation require individual review before any commitments are made to the prospective staff member about what the University can do to assist with immigration and naturalization matters.

We will do everything we can to help. Immigration law and USCIS agency procedures are complex and rapidly changing. Because of this and the special circumstances of each case, it is crucial for any new international staff to contact the Office of Immigration Services and provide all requested information and documents promptly. The University will be responsible for its legal duties as an employer, but in all cases the basic responsibility for complying with immigration laws must rest with the individual to whom the offer is being made. The University will help in any way it can and will work carefully to see that we as an institution carry out our responsibilities in accordance with the law. This is essential if we are to continue to be able to secure truly outstanding staff.
 

When a full-time staff position posted on the jobs.ou.edu site, it is also posted on the following job sites:

• HigherEdjobs.com
• Universityjobs.com

If you are not attracting the right candidates for your position, the HR Talent team can provide consultation and additional resources to make your position more known and appealing.

Also, you are able to utilize paid advertisements for your vacancy to attract more candidates, If you would like to pursue other methods of advertising your position, please fill out the Employment Advertising request form. Send any requests and questions to the HR Talent Acquisition team at HRTalent@ou.edu.