Search Plan and Job Posting
Your Campus HR recruitment team will help you through the recruitment process. Please contact your department’s Campus HR Recruitment Consultant as soon as you have a vacancy. We want to meet with you from the beginning to strategically partner on the recruitment process.
The hiring manager should fill out the OEP Recruitment Plan which will lay the legal foundation for our hiring process and help us design an effective method for finding the ideal candidate. The approved position description in Jobs at CU will be the basis for developing the job posting and applicant rating criteria. After meeting with the hiring department and reviewing the recruitment plan your Campus HR Recruitment Consultant will draft a posting for your review and post the position on Jobs at CU.
Note that the job posting and the position description are not the same thing. The job posting is targeted toward potential applicants in the job market whose attention you are trying to gain. The job posting should describe and market the campus, your department, campus culture, and the position. The job posting should let applicants know why they should want to work here more than someplace else. In contrast, the position description is internally focused information used to determine the most appropriate job title, salary range, job requirements and performance expectations tied to a given job. The position description is a key resource for developing the job posting.
If there is the potential to have international applicants in your candidate pool, then the job posting should also be reviewed by the International Student and Scholar Services (ISSS) office in International Education. ISSS exists to provide immigration advice to departments at the University of Colorado at Boulder to ensure that any international that is hired can get appropriate work authorization. To ensure that an international candidate will be eligible for hire, a print ad must appear in a national publication if international applicants are expected. If you end up hiring an international for your position opening, ISSS will need to do some visa work for your new hire in order for him/her to have the proper work visa. Early consultation will give them lead time to prepare any necessary documents and submit appropriate petitions to the relevant federal agencies, such as the Department of Labor or the Department of Homeland Security.
Jobs at CU
Jobs at CU is the primary recruiting source for position announcements. Job postings placed in other recruiting sources should refer candidates to Jobs at CU to apply or for further information. Use the “quick link” web address provided at the bottom of the Jobs at CU posting to refer candidates directly to your announcement or reference the job posting number when directing candidates to Jobs at CU. For additional guidance on using Jobs at CU, see the Jobs at CU step-by-steps or our JobsatCU Search Tips.
Currently, there is an option to select a direct feed of data from Jobs at CU to Inside Higher Ed and/or Higher Ed Jobs. The cost of advertising with these national sources has been centralized and therefore is currently free to your department. To use these feeds, simply select the appropriate posting category from the drop down box provided in the "posting information" section. While check boxes are also listed for other recruiting sources in Jobs at CU, these sources do not have direct data feeds set up at the present time. Posting in any other advertising sources is an off-line process handled by the hiring department with Employment Services assistance upon request.
The search committee, supervisor or department liaison will place job postings in other media (e.g., academic journals, specialized websites, or newspapers) and will document the posting locations in Jobs at CU under “other posting media”. It is recommended that job postings in other media reference the Jobs at CU posting number or quick link. The HR consultant can assist with these functions upon request. Every effort should be made in the search process to utilize a wide variety of sources in soliciting applications from a diverse applicant pool, including minorities, women, veterans, persons with disabilities, and others from underrepresented groups.
Note that HR has a membership subscription with several additional online advertising sources, including Jobing (which targets the local metro area) and The Registry through Texas Tech University (which targets underrepresented faculty candidate populations). The cost to the hiring department for using these sources may be free or significantly reduced when coordinated through HR.
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