Content Comparison

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• Applicant Pool:
  • There are considerations to be given to the potential pool of applicants relative to diversity goals. These items should be discussed with HR. Generally, when attempting to fill a position, a manger manager should consider candidates from a pool of applicants. A manager should not stop recruitment efforts after locating just one good candidate. A manager should attempt to develop a diverse applicant pool & make a decision from among several good candidates against job related criteria. (One applicant does not make a “pool”.)
• Current Employees:
  • Valparaiso University employees , who work in other campus departments & who and want to be considered for the vacancy , & and have not been in his/her current job their current jobs for at least 6 months , it is expected that employee receives are expected to receive approval from their current supervisor to apply.
• Applications:
  
  • All applications are stored & tracked in SilkRoad, as is legally required. Therefore, if a department receives a resume through from a different source, it is critical that the department directs the applicant to formally apply and submit their resume through SilkRoad via the University’s website.

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• Once the job posting is removed and departments have received all of the applications, they now have an applicant pool, and the interview process may begin.
• It should be noted that an applicant pool is required before moving onto on to the next step.
• A manager should make every attempt to develop a diverse applicant pool and make a decision from among several good candidates against job-related criteria.
• Before the interview, the manager or department head should review the PDQ to determine the core competencies required for the position to be filled.

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Action orientated, Problem-Solving, Managing Diversity, Negotiation, Results, Delegation, Hiring & Staffing, Timely decision making, Self Knowledge, Patience, Approachability, Understanding Others, Career Ambition, Composure, Command Skills, Ethics, and values, Written Communication  Conflict Management, Strategic Agility, Organizing, Creativity, Business Acumen, Listening, Time Management, Planning, Work/Life Balance, Integrity & Trust, Innovation Management, Informing, Customer focus, Process Management, Presentation Skills, Political Savvy, Compassion 

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• Review applications to determine which ones meet the threshold requirements.
  • Eliminate those that do not and pare down the list.
• Telephone screening:
  • Provide phone interviews to those who met meet the threshold requirements.
  • Please see “Purpose of phone interview” and questions for Telephone Interviews.
  • Pare down the list.
• Decide who from the pared down list will be invited to campus for an interview.

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• Sample General Questions
• Ask the applicant pertinent questions designed to determine if the applicant possesses the core competencies required for the job.
• Request demonstration of knowledge through written or hands-on assessment (if required for the position).

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After an applicant has been identified as a potential incumbent, the department head/their designee , are is required to check the applicants applicant's professional and personal references.

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*Please note that reference checks and a check with the internal candidate's current supervisor also need to be conducted on an internal candidate who has been identified as your potential new employee, as well as checking with the internal candidate’s current supervisor.

Step 5: Background Checks

Background checks are required on all new hires prior to before employment.

• To initiate the background check, contact Human Resources via email at Human.Resources@Valpo.edu
• Include the following information in your email:
  • Applicants full name
  • Applicants email address
  • Department
  • Is driving an essential job function?
• Department head/their designee is to inform the applicant of the background check process.
  • Applicant will receive an email from the University’s Human Resources department containing one question.
  • Once Human Resources will initiate the background check once the applicant responds to the email and answers the question, Human Resources will initiate the background check.
  • Applicant The applicant will receive an email from a company called HireRight and is to must follow the instructions included in the email to authorize and complete their background check.
    • Instruct applicant applicants to check their spam folder if they do not see any of the emails.
• It can take up to two weeks to complete the background check process.
• Once the process is complete, Human Resources will contact the department and inform them if the candidate’s background check meets University standards.

Step 6: Hiring Forms

The department head/their designee is to must submit the appropriate form to Human Resources.

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• A job offer cannot be made until the applicant has passed his/her background check.
• Upon receiving the Notice of Employment form, the The Office of Human Resources will submit the Notice of Employment form to the Finance department Department for approval upon receiving it.
• Upon receiving Finance's approval, the The Office of Human Resource Services will generate an offer letter upon receiving Finance's approval.
  • Name and address of candidate
  • Official The official title of the position
  • Start date
  • Compensation
  • Any other special circumstances (e.g. paid moving expenses)
• Human Resources will send a copy of the offer letter to be reviewed by the department before sending the offer letter to the applicant.

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• When determining the successful candidate, remember that the University’s mission is to increase the diversity among faculty, staff, and students. Where possible, help to support our mission when making a hiring decision.
• It will be important to provide a rationale for any and all hiring decisions.

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This space contains business process processes owned by the Human Resources department.  Other departments are tagged if they are have a part participate in the specified business process.

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