Pre-Recruitment

  1. Vacancy Identified
    • A vacancy is identified either through resignation or new position creation via business need.
  2. Review Position Description (PD)
    • Create a new position description for a new role or
    • Update a previous position description, ensuring it is accurate and up to date. Even a year or two since the last revision may require updates, technology and positions change quickly.

Note: The position description includes details of the position's primary functions, assigning a percentage of time allocated to each job duty totaling to 100%, and more.

  1. Position Number Management
    • All positions on campus require a position number that the candidate will fill. A new position number can be created for a new role, or a current position number can be updated as needed by utilizing the Position Action Form in Adobe Experience Manager.

Note: If it is a Management Personnel Plan (MPP) - an MPP Justification Form must be submitted to the HRIE Employment Services team. This form can be found by contacting the Chief Operating Officer for each Division.

  1. Select Search Committee and Chair
    • Identify who will serve on the search committee and who will chair the committee.
      • Search Chair
        • Search chair is typically an MPP as they will be responsible for the oversight of the committee. The hiring manager may serve as the chair.
      • Committee
        • Typically, search committees should be at least three individuals.
        • For Academic Professionals of California (APC unit 4) recruitments, there must be a current CSUF APC member as part of the committee.
        • For Teamsters (unit 6) recruitments, there must be a current CSUF Teamsters member as part of the committee. Reach out to your Recruiter for a representative.
        • For MPP recruitments, each member of your committee will need to complete a confidentiality agreement form. The assigned recruiter will supply this.
        • All Search Committee members, regardless of MPP or union, must complete the Conducting Equitable and Inclusive Searches training https://hr.fullerton.edu/diep/faculty-recruitment/default.php.
    • When ready - Invite the committee members and provide a timeline of the search
    • Identify who will staff and provide administrative support to the search committee chair and members.
  2. Create and Review Interview Questions and Evaluation Criteria
    • Create interview questions for each round of interviews or review questions from a previous search.

Note: A good starting place for the creation of interview questions can be to review the primary duties in the position description. Do not ask questions not related to the position description.

  1. Hiring Manager Creation of Search Timeline
    • This timeline will be shared with the search committee during the interview kick-off meeting.
    • Dates to include in your timeline:
      • Search committee kick-off meeting date
      • Desired start date
      • When the position advertisement opening and closing dates
      • Anticipated salary for the position
      • Timing of the search – make considerations if other searches are occurring at the same time
      • First-round interview dates and subsequent interview dates should you have a multi-step interview process  
      • Deliberation meetings, final decision meetings
      • Higher-level recruitments of MPP recruitments may also require
        • Places hold on calendars for division leaders
        • Allow time for the development of the leadership search webpage
        • Determine if there will be a listening tour or survey to compile feedback from constituents.
    • For MPP recruitments there may be stakeholders/key constituents who will be interviewing the candidates. Identify them and ensure you have hold time on their calendar well in advance
  2. Electronically Input Position Description and Job Requisition Within CHRS Recruiting
    • Guides for CHRS Recruiting
    • Position Description
      • Submit a new position description (PD) in CHRS Recruiting for approvals.
      • The online position description form goes through the electronic approval process for review with the hiring manager, classification review, position management review, etc.
      • Once the position description is approved, the department will need to raise the job requisition to recruit from the approved position description.
    • Job Requisition
      • The online job requisition goes through the electronic approval process with final hiring manager and divisional Vice President Office review of the budget for the position and anticipated salary range.
      • Once the job requisition is approved, Human Resources will proceed to create the job advertisement for posting.
  3. Job Advertisement
    • Once the position description and job requisition are approved, Talent Acquisition will post the job advertisement via multiple sourcing channels funded by the Talent Acquisition team, free of charge to the department.
      • The advertisement will be created and posted by the Talent Acquisition team utilizing campus and department templates, in addition to job-specific duties as needed.
    • To comply with the Collective Bargaining Agreements and Equal Employment Opportunity (EEO) compliance, job advertisements will be posted for a minimum of two weeks.
    • Job advertisements can be posted either externally (for the public to apply) or internally (for active CSUF-appropriate employees to apply).

Note: The hiring department can post to additional niche sites specified by the department or can request recommendations from their recruiter. Any additional costs associated with additional postings outside the basic package provided by the Talent Acquisition team will be charged back to the hiring department as needed. Connect with your recruiter for more details.