Bringing the right talent into our organization is critical to ensure its ongoing health. It is up to current employees—more specifically, hiring supervisors—to bring in the future to our departments. Recruitment is the beginning of the lifecycle of an employee. Each potential employee should have an exceptional experience from the moment they seek employment with us until the day they leave the institution.

How do we identify the right talent? It all goes back to our core values of community, well-being and insight. By building our core values into our position descriptions, hiring processes and onboarding practices, we establish a healthy culture with shared values which allows us all to flourish.

Getting Started

Searching for talent begins with identifying personnel needs. This involves not only the needs of a supervisor and department, but of the entire division. Hiring from this perspective makes the best use of all available resources in order to serve our students and the CWRU community.

Before beginning a search, the supervisor or hiring supervisor in this process should discuss the position with their supervisor and fill out a position justification form. Once completed, the form must be signed by the department director, the associate vice president for student affairs departments, and the vice president for student affairs or associate vice provost for student success.

Position Justification Form

After the form has received all necessary signatures, it will be forwarded to the student affairs human resources administrator (HRA). The hiring supervisor will be contacted by the HRA once the form is received and will be requested to start the hiring checklist in CampusGroups and attend a launch meeting for the hiring process.

Launch Meeting

The hiring process launch meeting will be set up by the HRA including the hiring supervisor and the HR employment specialist to discuss the following topics:

  • Candidate qualifications
  • Position description
  • Compensation analysis process
  • Salary expectations
  • Marketing strategy
  • Search committee structure and process
  • Timeline
  • Interviews, evaluations and forms
  • References and background checks
  • Position offer

Next step: Writing the Position Description