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Fill
out a PR23.
http://www.radford.edu/~pers-web/forms.htm |
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Before
advertising the position:
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· |
Contact Human Resources prior to initiating search
procedures to review procedures for conducting a search in accordance with the Affirmative
Action Plan. |
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· |
Submit
advertisement to Human Resources for
review.
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Other outreach strategies:
|
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· |
Review
the workforce profile to determine if you need a recruitment goal in filling the vacant position(s). |
| |
· |
Contact Human Resources to review the search
process and the current faculty profile. |
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· |
Determine recruitment goals for department. |
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· |
Examine
the strategies used to solicit applicants. |
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· |
During
screening, establish and apply consistently written criteria that are objective and that
relate to the requirements of the position.
Make and keep a record of the criteria and how they were applied. |
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· |
Prepare
the interviewers and create a list of written questions.
Ask the same questions of each applicant. Make
and retain relevant notes of each interview. |
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· |
Keep
the records for 3 years. |
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· |
Review
accommodations for the disabled. |
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· |
When
the selection process is over, quantify the applicant flow and selection data and review the results. |
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· |
The
key to legal employment inquiries is to ask only questions that will provide information about the person’s ability to do the job with
or without reasonable accommodation. |
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Note: Search committees may want to view the interviewing video:
More
Than a Gut Feeling, available in the Human Resources Library (call
extension 5008).
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