Embedded Files
See the Review & Interview page for hiring steps 4-7
See the Offer & Conclusion page for hiring steps 8-10.
Step 1: Position Description
Step 1: Position Description
A. Create or update the position description with inclusive language and qualifications.
Inclusive language: Review the job description to ensure you've used inclusive language when describing the roles and responsibilities by avoiding biased language and highlighting the work this role does with people from a variety of backgrounds and identities.
Inclusive qualifications: In addition to qualifications that address matters of DEI, be as inclusive as possible with the type and number of qualifications. Carefully consider (and try to limit) required qualifications, essentially what is needed on Day 1, versus what can be grown and developed on the job.
Step 2: hiring request form
Step 2: hiring request form
A. Complete the Hiring Request Form
Required for all positions. Faculty, P&A, Civil Service, Labor Represented, Student, Graduate, Professionals in Training, and Temp/Casual positions (regardless of funding source).
B. Request form will automatically route to HR for approval of position description, classification, and estimated salary.
C. HR will route the request to Medical School Finance for approval.
Positions cannot be posted without HR and Finance Approval. If denied you will be contacted for rationale.
D. Once approved HR will Post the position to the UMN Careers site and will send email notification to the hiring manager with the Job Open ID and instructions on how to access the applications.
All University job postings are automatically posted to LinkedIn, Indeed, Higher Education Recruitment Consortium (HERC), and HigherEdJobs, and several diversity sites through Circa.
In the Dean's Office we have several external posting site accounts that can be utilized. Download and complete the form and email to medadminhr@umn.edu.
A sponsored job posting on LinkedIn is always the best and recommended site to post on.
Step 3: selection method
Step 3: selection method
A. Determine if a Search Committee should be utilized.
Not all searches warrant a search committee. Depending on the level of the position and its stakeholders, searches can be completed with just the hiring manager, the hiring manager with 1-2 stakeholders, or the hiring manager with a search committee. Consult with HR on the size of your committee based on the position.
B. Kick-off Meeting / Consultation with HR (Optional/ As Required)
Search kick-off meetings may be facilitated by HR (required for some positions or on request), or by the department, hiring manager, or search committee chair. Searches that do not have a formal consultation with HR are expected to know the EEO goals and to understand and carry out the inclusive search process.
C. Collect the Confidentiality and Implicit Bias Training Agreement
Search committee members must have completed an implicit bias training in the last year, understand confidentiality requirements, and sign the agreement (which becomes part of the search records managed by the Unit Recruiter).
Dean's Office HR Responsibilities
Dean's Office HR Responsibilities
Assisting units/hiring managers with position descriptions and job code selections
Submitting job codes and position descriptions to OHR for approval
Posting position opening on UMN Careers
Other Post & Prep Resources
Other Post & Prep Resources
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