Recruitment: Landing Page

• Create your staffing plan to meet your business needs. Use Recruitment Intake Form
• Determine your budget and appropriate salary posting. See Recruitment Guide: Determine Salary for Recruitment
• HR will request SMPH Dean's Office and UWMF Workforce Planning (if faculty) approval to recruit. See Recruitment Guide: Position Approval Process

• Determine your applicant screening and interview process. Develop a timeline
• Create a selection committee to recommend the final candidate(s). See Recruitment Guide: Search and Screen Committees
• Hiring managers and search committee members review unconscious bias training resources. See Unconscious Bias Training
• Develop screening criteria to consistently evaluate applicants. See Recruitment Guide: Screening Criteria and Degree Requirements

• Prepare a well-informed position vacancy listing to attract candidates. See Recruitment Guide: Position Vacancy Listings (PVLs)
• If visa sponsorship is available, HR will send the drafted PVL to the SMPH Immigration Specialist for review and feedback. 
• HR will create the job posting in Talent Recruitment and Engagement System (TREMS).

HR and hiring managers should work together to advertise the position and source candidates to reach a diverse applicant pool. See Recruitment Guide: Advertising and Sourcing 

The Applicant Tracking Form (Excel) may be used as a tool for departments to track their applicants throughout the recruitment. While optional, it will help HR with capturing recruitment data from hiring managers and interview teams.

• Review all candidate applications that were submitted prior to the application deadline or assured consideration date. See Recruitment Guide: Reviewing Applications 
• When reviewing applications, you must use a rubric to screen all applicants by uniformly applying job-related criteria. Sample rubrics available in the Recruitment Guide: Reviewing Applications. 
• Maintain documentation of your review process and results by properly notating whether applicants are minimally or not minimally qualified.

• After reviewing applications, search committee and/or hiring manager will determine the candidates that will move forward to interviews using the job-related criteria. 
• Establish an interview process with an initial screening of applicants through phone interviews (highly recommended), followed by panel interviews and presentations. See Recruitment Guide: Interviews
• During the initial screening interview, request and verify the salary requirements of candidates so there are no “surprises” down the line. See SMPH Phone Interview Guide
• Use a consistent set of interview questions to address every interviewee. Questions should be job-related and link to selection criteria.
  • Ask at least one diversity question that gives the candidate an opportunity to share their perspective on diversity, equity, and inclusion in the work setting. See Interview Questions - Diversity and Behavioral Based.
• Use a rubric or survey to gather feedback from the interview panel(s). Sample rubrics available in the Recruitment Guide: Interviews.  
• The selection committee will recommend the final candidates to the hiring manager to make a selection. 

• Check references on your top finalist before making an offer 
• As a courtesy, obtain the candidate’s consent to contact references.
• Follow the Reference Check Guidelines and policy for a consistent reference check process for all candidates.  
• Use a consistent set of core questions for each reference check. See Reference Check form.  
• Maintain notes for reference checks in the recruitment file.

Select finalist 

• The decision to hire must be based on the candidate’s ability to perform the job.

Offer terms 

• Work with your HRBP to determine the salary. See [Link for document 105989 is unavailable at this time.]
• Verify the appropriate start date with your HRBP or Recruiter. See SMPH Start Date Guidelines 

Offer/Hire

• Extend a pre/verbal offer to the candidate. 
• Send hire information to HRBP or Recruiter. Use Hire Selection Form 
• HR will follow new hire workflows to process hires.
  
    

• Provide HR final candidate statuses who were interviewed and not hired. Information will be updated in TREMS as a system of record. 
• Work with HR to provide feedback to non-selected applicants who were interviewed. See [Link for document 109115 is unavailable at this time.]
• Maintain recruitment file with the following items: Job Description, Applicant Tracking Forms, Interview Questions, and any assessment tools used for screening. See Recruitment Guide: Documenting the Recruitment Process