HTML Preview Recruitment Service Level Agreement page number 1.
Recruitment Service Level Agreement (SLA) – Process Overview
Hiring Manager
Recruiter
Position Creation / Discovery
Create a posting at http://jobs.nd.edu/hr.
Discuss Diversity opportunities or considerations for this
position
Speak with recruiter within 5 days of initiating the process and
at least once weekly via phone or email throughout the search
process.
Identify interview committee (recommend up to 4) –
interviews should not begin until after the posting closing
date.
Begin creating Interview Guides for phone and in-person
interviews.
Note: No third party search work can be engaged except through
the approval of the VP of Human Resources.
Contact Hiring Manager within 2 business days of receiving
an approved posting.
Discuss Diversity opportunities or considerations for this
position
Develop prescreening questions for the posting and
establish a posting closing date.
Lead initial discussion about the position and discuss search
timeline.
Work with hiring manager to develop the interview strategy
– identify interview committee.
Assist in the creation of the Interview Guides – Provide
guidance on what to ask based on core competencies for
the specific role.
Sourcing Strategy
Identify any internal or external candidates you want
contacted or have already talked to.
Refer all candidates to apply on-line at ND.jobs.
Identify external resources such as benchmark institutions,
professional contacts for networking, and advertising options.
Review and discuss Diversity needs for the position.
Consult with Hiring Manager to develop a comprehensive
sourcing strategy.
Discuss advertising needs.
Discuss passive internal candidates with HR Consultants.
Interviewing Candidates
Finalize phone interview questions.
Finalize Interview Guide in preparation for in-person
interviews.
After posting period ends and recruiter has reviewed all
applications, review top candidates and collaborate with
recruiter to identify which candidates should be phone
interviewed.
Identify internal administrative support for scheduling
interviews.
Provide interview committee with position description,
candidate resumes & Interview Guide.
Gather interview feedback. Provide recruiter with timely
feedback, direction for next steps.
After posting period ends, review all applications and
recommend top candidates for further evaluation by Hiring
Manager.
After discussion with Hiring Manager, conduct phone
interviews using pre-screen questions and Behavioral
Interviewing techniques.
Present top 4-5 candidates to Hiring Manager.
Offer Process
Conduct candidate reference checks; if candidate is internal,
also check with HR Consultant or Recruiter to obtain
performance review information.
Consult with the Business Manager and HR Compensation to
develop offer. Obtain approvals and extend verbal offer.
Consult with Hiring Manager on the offer.
Provide sample offer letters templates.
After offer is verbally accepted, call candidate to initiate pre-
employment checks.
On-Boarding
Within 1 – 2 business days of pre-employment clearance,
hiring manager will receive an automated e-mail with the
employee’s ND ID to initiate the Staff Personnel Action Form
(SPAF).
Call new hire to welcome and confirm start date.
Notify the final candidates not selected via email or phone.
Deselect remaining applicants within ND.jobs.
Arrange for facilities (desk, phone, computer access, etc.).
Ensure completion of new hire paperwork within 3 days of
employee’s first day.
Recruiter confirms when pre-employment checks have
cleared.
Ensure candidates not selected are sent appropriate
correspondence if needed.
Fill posting to complete recruiting process.