Below are steps to assist you in the recruitment process. For further assistance, contact UHR Talent Acquisition or your local HR team.
Partner with UHR Talent Acquisition or your local HR Team to develop your recruitment strategy or request support.
An engaging job posting attracts the best qualified candidates for your position and creates a stronger Stanford brand. The Best Practices to Maximize your Job Posting provides guidance on how to develop an engaging job posting. The Job Posting Template demonstrates which sections to include in your job posting along with sample text for each section to market your open position. Job posting examples for Administrative Associate job family can be found here.
Submit the Job Posting Form along with the job description to your local HR Team to post in the applicant recruiting and tracking system. Allow two (2) business days to post. Job postings must be posted for ten (10) calendar days.
A waiver may be granted. Contact UHR Talent Acquisition for approval or questions about waivers.
During the interview, you will evaluate information about the candidate's knowledge, skills, abilities, past work experience, and motivational factors to determine the best-qualified candidate. Effectively prepare for the interview by reviewing competencies and behavioral interview questions specific to your open requisition. If you will have an interview panel, review the tools and guidelines.
Complete reference checks on the final candidate. Obtain consent from the candidate to conduct the references and ask only employment-related questions. Stanford requires two completed reference checks, however, request three references (one should be from a current or former supervisor, two strongly preferred) who can speak to the candidate's previous work performance.
If the final candidate is a current or former Stanford employee, contact the local HR Team to review their personnel file.
Use the Benefits Highlights flyer to send with an email attachment to your candidate, sharing that you want to ensure they are informed about key components of the total compensation package offered to Stanford staff members.
Consult with your Human Resources manager and/or budget manager to determine starting salary.
Factors to consider when determining salary offers:
|External New hires||internal new hires||Bargaining Unit Hires|
If you are hiring a staff member into a bargaining unit job, base pay information is located in the contractual agreements between Stanford and the unions.