| Date | Description |
| - Fill out the necessary position origination documents according to the Hiring Process Guidelines.
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| - Establish the Search Committee.
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- Draft a job posting and submit the following materials electronically to HR (HR will review and forward to the Dean, Affirmative Action, and Search Chair with suggested changes for their approval):
- Submit Job Posting Request http://www.mnsu.edu/hr/jobpost/. Review the Job Posting guidelines. For MSUAASF and Administrator positions, the Job Posting must match the Position Description. NOTE: HR posts all unclassified positions on the following websites: MSU Career Opportunities, MnSCU Employment Opportunities, HigherEdJobs.com, MinnesotaDiversity.com, Governmentjobs.com and Upper Midwest Higher Education Recruitment Consortium (HERC). In addition, all IFO Probationary positions will also be placed online with The Chronicle of Higher Education.
- Submit Recruitment Plan to HR.
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- After the position has been posted online by HR, review recruitment guidelines and submit advertising requests.
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- Create and e-mail draft applicant screening materials to HR for review and approval. After reviewing, HR will send final recommendations and forms to the Dean and Search Chair. Below are example forms and templates.
- Initial Applicant Screening Form
- Phone Reference Check Questions
- Phone/Pre-Screen Interview Questions (optional)
- On-campus interview questions
- Teaching/presentation evaluation (optional)
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- For IFO probationary positions, the search chair must notify HR of any internal fixed term candidates eligible for prior review.
- Review the prior review guidelines and then complete the Prior Review Form.
- If internal fixed term is recommended for hire, proceed to step 13.
- If internal fixed term is recommended to continue in process to be considered along with other applicants, proceed to step 7.
- If internal fixed term is not qualified for position, notify applicant. Note: This can be done before placing print ads, but the position must be posted on the Minnesota State Mankato web page, MnSCU web page, and HigherEdJobs.com before reviewing internal candidates.
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- HR will review all on-line applications received and:
- Notify applicants that their application is either complete, incomplete, or if they do not meet the minimum qualifications (applicant responded 'no' to any of the minimum supplemental questions).
- Send a spreadsheet of the applicant pool to the Office of Affirmative Action for their review and approval of the applicant pool.
- Once the pool is approved OAA, HR will electronically forward all completed applications to the search committee.
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- Search committee screens qualified applications using consistent, equal opportunity, and job related criteria for all candidates.
- Evaluate the applicants using the initial applicant screening form created in step 5.1.
- (Optional) Conduct phone interviews on the (approx. 4-7) most qualified applicants, using the form created in step 5.3.
- Conduct reference checks on the (approx. 3-7) most qualified applicants, using the form created in step 5.2.
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- Determine potential finalists.
- Record results on Screening Summary Report form. Submit the Screening Summary Report and report of recruitment procedures with the Finalist Approval Form and required attachments to the Dean/VP.
- After the Dean/VP has signed the Finalist Approval Form/packet, deliver to the Office of Affirmative Action, with the required attachments.
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- OAA will deliver the Finalist Approval form to HR for final approval to proceed with on-campus interviews.
- HR will e-mail finalists and request that they complete a Work Experience Summary (IFO) or (MSUAASF) and that an official transcript of their highest completed and/or required degree, be sent to HR. If an applicant is not able to provide an official transcript from their international institution, we will accept credential evaluations prepared by any National Association of Credentials Evaluation Services member.
- Please note that once the initial Screening Summary Report and Finalist Approval Form have been submitted and approved, any future candidates that you wish to interview from column 5 of the Screening Summary Report will first need to be approved. Submit an updated Screening Summary Report and a new Finalist Approval Form to reflect these new interview candidates.
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- Arrange and conduct interviews with finalists using the questions from the On-Campus Interview Form created in step 5d. (Review Expense Reimbursement for Finalistsand comply with travel regulations. Reminder: Meal expenses limited to per diem rates.)
- Ask candidates to bring a completed:
- Work Experience Summary (IFO) or (MSUAASF) to be used in determining appropriate salary, if selected as the final candidate
- Authorization to Verify Employment History, for HR to verify employment history
- Remind candidates that an official transcript must be sent to HR (see 10a)
- See additional information on conducting interviews. Be sure to redact confidential information from applications materials of finalists. See Confidentiality and Access to Applicant Materials for details.
- Provide candidates with appropriate benefit summary.
- Record results of the interviews on the Screening Summary Report form.
- Submit travel reimbursement form at completion of interview.
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If no candidate is recommended for hire, complete and submit the Notice of Failed Search Form. After all signatures are obtained, HR will notify the search chair, Dean and all applicants of the failed search. Proceed to step 17.
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- If candidate is recommended by the search committee as a potential offeree, complete and submit the Offeree Approval Form and required attachments. Remember – the Dean/VP makes the final selection. This step must be completed prior to submitting the work experience documentation in step 14.
- After the Dean/VP has signed the Offeree Approval Form/packet, deliver to the Office of Affirmative Action, with the required attachments. OAA will review and deliver the Offeree Approval form to HR.
- Once Offeree Approval form is approved by HR, OAA, and the Dean/VP, HR will conduct employment verifications of the past three (3) employers of the offeree candidate.
- Note: that if interview candidates are deemed not qualified during the interview process, or an offer is declined by an approved final candidate, any future candidates that you wish to interview from column 5 of the Screening Summary Report will first need to be approved. Submit an updated Screening Summary Report and a new Finalist Approval Form to reflect these new interview candidates.
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- Hiring official will review and sign the Work Experience Summary that was completed by the applicant (step 11) and forward to the Vice President's Office with printed resume/vitae, copy of job posting, and copy of the completed Offeree Approval Form (step 13) or a copy of the approved Search Waiver.
- The VP's Office will review the work experience documentation and forward to HR. A salary offer cannot be made before HR reviews the Work Experience Summary, official transcript, Application for Employment, and Offeree Approval form.
- After HR and the Vice President’s designee have completed a review of work experience history, HR will return to the hiring official, an analysis of the work history and the recommended hiring salary.
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- Dean/Vice President extends a verbal offer and submits a hiring transmittal packet to HR, who will create and mail a formal written Offer Letter, Terms of Appointment, and new hire paperwork. Upon receipt of a signed offer, HR will notify the Dean/VP and the Search Chair.
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- HR will work with the Dean/VP and Search chair to notify remaining finalists of non-selection. HR will then e-mail all other applicants that the search has been completed and they are no longer being considered.
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- Search Chair must compile and submit all search materials to HR (i.e. screening forms, employment verification forms, Screening Summary Report, and all other search/applicant materials). Refer to Documenting a Search.
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