- Search Committe
- Managing a Job Posting in eRecruit
- Looking for Jobs at UM System?
- Executive Searches
Search committees may be formed to assist the hiring manager with the recruitment and hiring process. A search committee can be formal or informal. Either way, the goal of a search committee is to create a recruitment action plan that will reach out to a diverse applicant pool in order to find the best person to fill the position. If the search committee can match the person to the position and the university, they will have a mutually satisfied department and employee.
The Recruitment Action Plan:
- The hiring manager and/or the search committee should develop a specific action plan to structure the search process
- Some things to consider:
- Are there hiring guidelines that are specific to your department or unit?
- How will you reach diverse groups of candidates covered by the Affirmative Action Plan (AAP)?
- How will you advertise the position?
Additional Resources for Outreach
Search Committee Training:
- Full training (PDF, 1.6MB)
- Chapter 1: The Role of the Search Committee (PDF)
- Chapter 2: Recruitment Activities (PDF)
- Chapter 3: Evaluation Process (PDF)
- Chapter 4: Diversifying the Academy (PDF)
Search Committee Toolkit:
- Fill out the Staff Job Requisition form (MS Word) and send to email@example.com. Human Resource Services at the University of Missouri-Columbia (MU HRS) will then post the job and route applications that meet the minimum qualifications to you.
- If the position is new or an existing position’s duties will be changing, fill out this position request template (MS Word) and email it to firstname.lastname@example.org for a new position number. Once you have the position number, provide it on the Staff Job Requisition and send it to the requisition inbox referenced above.
- For assistance using the Staff Job Requisition form, refer to this how-to video.
- Conduct the selection process for the position, update the applicants’ dispositions, and choose the finalist. When you’re ready to make an offer, prepare a job offer in eRecruit and provide the details of the offer, including:
- Base Salary
- Hiring Incentive, if applicable
- Moving Expense, if applicable
- FTE (in the Comments section)
- Working Title, if applicable (in the Comments section)
- Click Submit and approve the offer. MU HRS will then generate an offer letter for you, which will be in the eRecruit system under Activity & Attachments.
- Complete the offer letter and send it to the applicant.
- Once it is accepted, update the applicant’s status in eRecruit and initiate the background check. Background checks are initiated in eRecruit and completed in HireRight. If you need access to HireRight, email email@example.com your SSO ID/Pawprint, employee ID, and phone number. MU HRS adjudicates the results of the background check and prepares the applicant for hire.
- Complete an ePAF. An ePAF is completed by the individual(s) who currently complete ePAFs in the department.
- Welcome the new employee to the university!
For more details on how this process works, refer to the process flowchart (PDF).
Use the below training guides to assist you with using eRecruit.
- Hiring Manager Guide (full) (PDF, 3MB)
- Accessing eRecruit (PDF)
- Managing Job Openings (PDF)
- Managing Applicants (PDF)
- Sending Correspondence (PDF)
If you experience technical issues while using eRecruit, please contact PeopleSoft HR Support.
How you advertise a job will determine who will apply. Listed below are several different ways to spread the word.
- Advertising – Using newspapers, websites, and newsletters to sell the opportunity.
- Word of Mouth – Making telephone calls, sending personalized letters, and talking face-to-face with potential applicants and people who might nominate candidates.
- Networking – Using networks to reach the candidates personally, such as approaching potential candidates at professional meetings. Consult with faculty members in the functional area of the job being filled about outreach activities.
- Referrals – Encouraging employees to refer qualified applicants for the position.
Marketing the job posting should be considered when developing the Recruitment Action Plan. This plan should also include identifying potential applicants and how/when to reach out to them.
The job posting should be a well-written job description that supplies the potential applicant with the following information:
- Specifies the minimum qualifications.
- States specific information about the position.
- Outlines the competencies or skills determined by the university to be critical in order to be successful in the position.
- Uses inclusive language aimed toward a diverse group of applicants.
- Directs the applicant to where they can apply for the position.
The job posting may be some of the first information that potential applicants will see. It is important that the information provided in the job description will create the impression that aligns with the values of the university.
Consultants and Contractors
Do you need to work with an independent contractor or consultant? To learn more about these types of arrangements, visit the Office of Procurement’s Non P.O. Contracts webpage. 320.110: Employment of Consultants, a section of the university's Collected Rules and Regulations, provides additional information regarding consultants.
Find open positions at each campus that's part of the UM System on the Careers webpage.
Information about current executive searches can be found on the Executive Searches webpage.
Staffing Research: Getting to Know the Candidate: Conducting Reference Checks (PDF), by Mary Elizabeth Burke and Jennifer Schramm for the Society for Human Resource Management
Recruitment and Selection: Hiring the Right Person: A two-part learning module for undergraduate students (PDF), by Myrna L. Gusdorf for the Society for Human Resource Management
Reviewed August 30, 2016.
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