Hiring Process

Purdue Global recognizes the importance of a streamlined hiring process. It is our hope that this page will assist all hiring managers with their hiring needs and questions.

Hiring Manager Steps

Frequently Asked Questions

Additional Resources

Onboarding Process Summary

Hiring Manager Steps

Step 1: Complete the Hiring Request Form on PG Net.

Make sure to complete each part of the job request.
If this is a new position, optimal placement in the Job Family Structure may require your PG HR business partner to clarify specifics of the job description. A new job position will take additional time and you should plan appropriately for this.
Once submitted, you will receive an email from PGHR with the requisition details and introducing you to the Talent Acquisition Specialist (recruiter) for the position within 5 to 7 business days.
The hiring manager should schedule time with the recruiter to discuss recruiting and posting needs to include specific professional sites required to assure visibility with the right candidate, as well as attracting an inclusive candidate pool.
The recruiter will send a follow up email notification to the hiring manager with links to the job posting.

Step 2: Review the Applications

The job requisition has to be open for at least 5 days; however, you should determine the appropriate timeframe for your posting beyond these 5 days. Your HRBP can help. While the position is open, you can do the following:

Review applications, cover letters, resumes, and unofficial transcripts that have come in through SuccessFactors. Please refer to the Reviewing Resumes and Applicant Pool QRG.
Select those candidates who will be considered for a Convey IQ video interview.
Review any former or internal candidates for eligibility to rehire by reaching out to your PGHR business partner.
Move selected candidates to the video interview stage in SuccessFactors.
The timeline to review applications depends on the hiring manager.

Note: Please talk to your PGHR Business Partner if you want to move a former or existing Purdue System employee forward in the interview process for a position with Purdue Global.

Step 3: Review the Video Interviews

The video interviews will be delivered to the hiring manager as they are received. The hiring manager should:

Work with your recruiter to discuss screening needs and video interview questions for your position.
Review each video interview.
Move selected candidates in SuccessFactors to a 'First' or 'Second' interview.
Those candidates not selected should remain in 'Video Interview' status.
The timeline to review video interviews depends on the hiring manager.

Note: The video interview step may potentially be skipped depending on the hiring situation. Please partner with your HRBP if you feel this step is not needed in a particular requisition.

Step 4: Conduct Second Interview

The hiring manager should schedule any synchronous interviews with the selected candidates. Hiring managers should:

Schedule interviews that fit your schedule.
Ask consistent questions to each of the candidates.
Consider using a standard rating rubric to eliminate subjectivity.
Work with your recruiter to analyze inclusion metrics before final candidate selection.
Talk about the job details, including hire date, term needed, benefit questions and salary.
Select the candidate for the job.

Note: The timeline for conducting second interviews depends on the hiring manager.

Step 5: Soft Offer Delivered and Digital Acceptance

The hiring manager will set up a time to deliver a soft offer to the selected candidate. The hiring manager will:

Complete a reference check before the delivery of the soft offer. Forms can be found under Additional Resources.
Deliver the soft offer to the candidate, confirming details and noting questions that should be clarified before a formal offer is made.
Move the candidate to the official offer stage in SuccessFactors.
Confirm digital acceptance, communicate onboarding next steps, and provide the "Completing the New Hire Data Collection" resource.

Note: The timeline for the soft offer and digital acceptance depends on the hiring manager and the candidate.

Step 6: Communicate with Purdue Recruiting

This is the last step for the hiring manager. Once the official offer is digitally accepted, PG Recruiting and Onboarding will complete the last steps to move the candidate through the onboarding process. At this stage, the hiring manager should:

Communicate the acceptance or counter of the soft offer to Purdue Global Recruiting via email, including the start date and salary.
Anticipate at least a 2-week time frame for a non-faculty employee to work through the onboarding process.
Anticipate up to 18 additional days for faculty provisioning and New Faculty Orientation.
Begin working on a new hire welcome plan utilizing the new hire checklist. The checklist can be found under Additional Resources.