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 post can help you attract the best qualified candidates for your open positions and creates a stronger Stanford brand. Take advantage of the tools and resources below to guide you successfully through the job posting development process.
Job Posting Best Practice Tools & Resources:
Job posting examples for Administrative Associate job family can be found here.
Submit the Job Posting Form along with your carefully crafted job posting text 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 job posting waiver may be granted, for additional information regarding waiver guidelines refer to section 3.d in the Administrative Guide. 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.