Human Resources

Recruitment Phase

Open your recruitment

Schedule a strategy meeting with HR

When you anticipate an opening in your department, please contact the human resources office and we will arrange for a recruitment strategy meeting. Sometimes the strategy meeting includes just the hiring manager and HR, and other times, the entire search committee takes part.

We will answer these questions in the strategy meeting:

  • Do we want to change any aspects of the job, such as job duties, job title, or pay?
  • What are the top 10 most important characteristics this person must possess in order to be successful in this role?
  • What biases does the hiring manager/search committee hold and how can we best neutralize these?
  • What aspects of diversity are most desirable to strengthen your team?
  • Will this search be local or national?
  • How much should you budget for this search, including relocation assistance?
  • When will we schedule the phone screens, first-round interviews, and final-round interviews?
  • Where should we post this opening and, more importantly, whom should we contact to network the job opening?
  • When can we expect the new team member to start work?

Top 10 Characteristics

Defining your Top 10 characteristics and listing your biases are the foundations of a successful selection process. Examples of Top 10 characteristics are good judgment, leadership, project management, and exceptional writing skills, but these will vary from position to position. You and your search committee will also want to brainstorm and identify your biases, such as a bias for those who graduated from a school you admire or a bias against a short cover letter or typos on a resume. Using a Top 10 list will help you defeat the biases that you and the search committee possess.

Before opening any search at Reed, you need to have the approval of the vice presidents/deans. After the strategy meeting, you and your VP will email a request for approval to open a search to the other VP/deans. Here is a sample request.

Job Posting

HR can help you to write your job posting, which is different from a job description; a job posting is written for candidates who don’t know Reed. Here is a sample job posting.

As you can see, posting your opening online is hardly the first step in recruiting. HR will help you by posting your opening to general websites, and you’ll be responsible to post to listservs and websites that are specialized to your discipline.

Application Deadlines

HR recommends that you do not use a closing date or resume due date during staff recruitments. The reason for this is that we strive for the largest and most diverse candidate pool possible. Active job seekers are the first to apply to our jobs, and that's fine, however through our professional and personal networks, we also attempt to reach passive job seekers, i.e. those who are successful in their current job but would be open to a new opportunity. Often, passive job seekers are highly qualified. And sometimes it happens that the last applicant is the one who is selected.

Another reason that we don't use closing dates is because most applicants wait until just before the closing date to submit their materials. In this way, a search team will not know the size and depth of their candidate pool until it's too late to do something about it. We strongly prefer job descriptions to say "Applications are reviewed as they are received so you are encouraged to apply early."

If you feel that you must use a closing date, it is acceptable to say that applications received by a certain date will receive priority, or to say that application review will begin on a certain date. However, when that date arrives, you must delete this from your job posting so that you do not discourage additional applicants. In no instance, though, should you use a closing date in order to limit the number of applications that you must review--this is counter to our work to ensure deep and diverse candidate pools.

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