At-A-Glance: Academic Recruitment

For more detailed steps and information, please see the following Quick User Guides:

• Creating a Requisition for Benefited Position
• Benefited Candidate Selection Process & Offer

Prior to obtaining access to the HCM Recruiting system, you and all search committee members will need to take the requisite trainings in the Learning Plan.  Please see the HCM Recruiting Access page for additional information. Additionally, the Office of Diversity, Equity and Inclusion requires hiring managers and search committee members to take the following ODEI Search Committee Workshop training.

Academic vacancies are filled by a collaborative processes between the hiring department, Academic Affairs, the Office of Diversity, Equity and Inclusion and Human Resources.

STEP 1 - THE REQUISITION

Complete the necessary information in the online form - you will need the following:

• Position Number.  **If you are just refilling a position, ensure you have the position number for quick completion of the requisition.  If you want to create a new position or make modifications to a current position, please submit a Request for a new position, or a Request for a position change.

• Requisition Title

• Reason for filling the vacancy

• Hiring Manager (vacant position's Supervisor)

• List of Collaborators (Search Chair and Committee members)

• Exception to Posting Information (please see our Exception to Postings page)

• Tenure/Track Information

• Funding Information

• Job Description/Posting Information

Once all information is entered the requisition will need to be submitted for review and approvals.  Once approved, it will be posted by an HR Staffing Partner within 24 hours to our website and HigherEdJobs.com.

STEP 2 - MANAGING AND PROGRESSING THE CANDIDATE POOL

At the direction of the Search Chair, Hiring Manager Assistant or Hiring Manager, applications can be reviewed.  After the position has closed, or reached the minimum required posting date, an HR Staffing Partner will create and provide a search matrix template to the Hiring Manager and Assistant.  Requisition owners will utilize this template to help determine qualified candidates based on posted job duties, qualifications and requirements.  Questions about this process should be brought up to an HR Staffing Partner, who can aid in this process.

Once the Hiring team has reviewed application materials and completed the Screening Information tab, the matrix must be sent to recruit@uwyo.edu prior to scheduling any interviews with candidates. Once you have sent HR your matrix, you may start scheduling interviews. After reviewing the matrix, a Staffing Partner may make recommended updates, edits and/or ask you to include additional candidates to interview within a reasonable time frame.

After each interview round, an updated matrix must be sent to recruit@uwyo.edu.

• NOTE: DO NOT PROGRESS OR CHANGE THE STATUS OF ANY CANDIDATES – CONFER WITH HR RECRUITING AT EACH STEP AND THEY WILL ADVANCE ALL CANDIDATES ACCORDINGLY.

STEP 3 - JOB OFFER

**Please note: consult with Academic Affairs regarding any salary over the budgeted amount listed in the approved initial requisition.

Once the search has reached the step of Verbal Offer begin to discuss conditions of the offer with the candidate.  Work with your college appointed Director of Business Operations or Business Manager to complete and submit the Academic Appointment Details letter to Academic Affairs for review and approval. Upon approval, the document may be presented to your candidate for their review and signature.  Once complete, provide the form to Human Resources and Academic Affairs to draft and submit the formal written offer letter in WyoCloud. The offer will then go through workflow approvals and the hire will proceed per the normal process.

Once the drafted letter is finalized and approved in the system, the letter will be provided to the candidate for their review.  Once an electronically signed offer letter is received, a Staffing Partner will start the process to finalize the hire, which may include: 2nd Pass Application, Background Screening and Hire.

STEP 4 - MONITORING THE ONBOARDING PROCESS

As part of the hiring process, HR has designed an electronic Onboarding process to help ensure the new employee completes required training and hire documents and is provided with information that will help them be successful in their new position.

Hiring Managers will be able to track an employee's progress through this process via the Onboarding area in My Team.

Questions about Academic recruitment can be directed to Human Resources at 307-766-5612.