Now that the position is posted it’s time to get the word out and choose the right person for your team. Finding and ensuring a diverse candidate pool takes effort.
Get the word out and choose the best candidate
Step #1: find qualified candidates
By posting for external recruitment in Peoplesoft Talent Acquisition Manager (TAM) your job will be posted to a number of job boards, such as LinkedIn. However, a successful search may require you to actively seek applicants rather than rely solely on responses to the posting. It’s in your and your team’s best interest to explore other strategies to attract top candidates. Effective ways to attract qualified candidates may include:
- Networking with potentially qualified individuals or networking with people who may know of qualified applicants, particularly minorities and women
- Utilize and reach out to potential candidates via professional organizations, alumni groups, or online networking groups that align with the qualifications of the role
- Share the posting via your personal or professional network
- Talk to your team about potential candidates they may know or be aware of
- Think about past interviewees or coworkers and consider if any of them would be a good fit for the role
- Internal employees are a major asset to IU and should be encouraged to advance their careers. Consider any IU colleagues who may be qualified for the role
Step #2: ensure a diverse candidate pool
IU is dedicated to providing equal access to our employment environment while at the same time taking affirmative actions to recruit and retain outstanding female faculty and staff as well as those historically underrepresented racial and ethnic groups, veterans, and persons with disabilities in compliance with its Non-Discrimination Policy, Executive Order 11246 (as amended by 11375), Section 402 of the Veterans Readjustment Act, and Section 503 of Rehabilitation Act.
- Review IU’s Office of Civil Rights hiring best practices and resources.
Related content on Linkedin Learning:
- How to Source for Diversity (3m35s)
- Screen People In, Not Out (4m23s)
Step #3: prepare and conduct the interview process
- Create a consistent and positive candidate experience for each of your applicants
- Use the IU Competency Behavioral Interview Guides to plan and structure your interview process. Review the planning and communication resources found at the bottom of the page to learn best practices. Your HR representative can assist with providing access to the applicable competency questions
- Review the IU’s Office of Civil Rights Compliance’s recruitment resources to ensure your understanding of what can and can’t be asked in an interview
- The Peoplesoft TAM system should correctly reflect the applicant’s movement through the recruitment process
Related Linkedin Learning content:
Uncovering Unconscious Bias in Recruiting and Interviewing (51m 38s)
Step #4: selecting the final candidate
- Use candidate scoring and evaluation tools to objectively choose the best candidate for the role
- If necessary, review requirements for employees working outside of Indiana
- Complete reference checks per IU’s guidelines
- Work with your HR representative to follow the appropriate process and gain approvals in TAM prior to making an offer
- Call the candidate and make the offer so that they say yes. Work with your HR contact to prepare a written offer
- Share this information on benefits, work+life, and IU at a glance with your finalist to answer questions about joining IU
Step #5: after the offer is accepted
- Initiate background checks per IU policy
- Initiate Form-I-9
- Inform the other top candidates that the position has been filled and close the position in TAM
- Stay connected with your new team member. You’ve spent a lot of time finding the right candidate for the job, so keep in touch to ensure the person feels like they have made a great choice. Send a weekly email to check in, answer questions, and share any relevant team or unit news