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Recruitment and Orientation/Onboarding process

Recruiting Process

  1. Review and follow Job Posting Instructions

  2. Beginning in Fall Semester 2021, all searches in the Division of Academic Affairs must include a representative from the Office for Diversity, Equity, and Inclusion (DEI). The DEI office will continue to train members of the faculty and staff to serve as representatives. In the interim, administrative offices are strongly encouraged to include representatives on search committees whenever possible. Please reach out to Chris Hunt and/or Gavin Kemery to assign a DEI representative to your search committee.

  3. Human Resources will post the position and send an email to you as the search chair with information about the recruiting process.

  4. Human Resources will create a Google folder for your position. The folder will include a ranking spreadsheet and all applications. 

  5. You will have access to share the Google Drive folder with your search committee.

  6. Please keep the HR Generalist in the loop as much as possible. This allows the HR Generalist to stay updated on the search and move the candidates into different statuses in the recruiting system. Some statuses trigger automatic emails to candidates to let them know where they are in the process. This will help allow the best candidate experience.

  7. Schedule Interviews

    1. When scheduling interviews, reviewing supervisors must plan for candidates to meet with HR for a brief interview and introduction to benefits.

    2. Complete professional reference checks for interviewed candidates.

      2a. For staff positions, it is highly recommended that one of the references be the candidate's current supervisor.​​​​​​​
  8. Once you are ready to offer a candidate, communicate with the Vice President for Human Resources for staff positions or the Provost for academic positions regarding starting salary.

  9. If you would like a copy of the offer letter, it may be provided to you upon request.

  10. The candidate will then receive an offer letter from the Vice President for Human Resources or the Provost through the Ascentis Recruiting system.

    1. If the employee will need a computer and/or phone, the supervisor must complete the New Employee Computer & Telephone Request Form and get signatures from the appropriate VP and then the Director of Budget & Financial Reporting before it is returned to IT.

    2. If the phone is in place from the incumbent, contact the IT help desk or

  11. Once electronically signed, the candidate will be taken through the orientation process in the system.

  12. Human Resources will also send all of the remaining candidates to the rejection statuses once the offer has been accepted.

Orientation/Onboarding Process

Before the new employee's start date 

  1. Please review the Supervisor New Hire checklist for MU based employees or for Lancaster based employees, making any necessary arrangements as listed.

  2. Human Resources will reach out to the new hire to welcome them to the University and provide helpful guides and links.

  3. The new hire will attend New Hound Orientation, lasting approximately 30 minutes. A benefits orientation and Admissions tour, if desired, will be set up for them at this time.

On the employee's start date:

  1. Please review the Supervisor New Hire checklist for MU based employees or for Lancaster based employees.

  2. Throughout the first year, you are expected to follow the orientation and onboarding process. New Hire satisfaction surveys will be sent to the new hire throughout the year to ensure that the process is running smoothly and to ensure that they do have any questions or concerns. The survey results are confidential; however, any concerns will be addressed with Human Resources and the Supervisor, if necessary.