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.

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

• HigherEdjobs.com
• InsideHigherEd.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.