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.

Submit a Position Justification Form on CampusGroups.

Make sure to login using Single Sign-On with your network ID (abc123). 

Once completed, the form will be reviewed by the department director, the student affairs operations team, and the vice president for student affairs.

After the form has received all necessary approvals, your human resources administrator (Liz Wilkes will work with HR compensation to prepare for the next steps in posting your position. 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.

Please contact CWRU CampusGroups support at if you have any issues with accessing or using the form.

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