Student Success, Excellence, and Community Engagement Are Some of Our Highest Values

Recruitment Services

Recruitment Services is committed to assisting the University community with recruitment, selection and appointment of qualified applicants for Faculty, Administrative, Managerial & Professional (AMP), Support Personnel (SP), Temporary, and Student positions. Our services include recruitment, advertising, and general assistance on the search and selection process as well as recruitment administration.

Recruitment Services provides assistance to all individuals seeking employment with the University. 听We welcome your questions regarding employment opportunities and the application process. We are committed to the fair and ethical treatment of all members of the 糖心Vlog community at large.

The staff of the Recruitment Services are professionals with a very strong sense of customer service who strive for excellence in service.

Join us and see what it entails to work in paradise!

Recruitment Services Contacts

For general questions regarding recruitment services, please email听 empl@fau.edu.

For questions regarding employment opportunities at 糖心Vlog, please email听 jobs@fau.edu. 听

Interviewing Resources

Introduction

The purpose of this guide is to provide an overview for managers and supervisors involved in the interviewing process. The resources provided here will assist hiring managers in structuring interviews that are consistent and job-related. As a University, we want to ensure that we provide hiring managers with the necessary tools that will make the hiring process successful.

It is very unlikely that a hiring manager would extend an offer to an individual whom he or she has never met. Therefore, the job interview is an integral part of the employment process. Prior to initiating a job search, it is recommended that the hiring manager perform an analysis of job requirements. Outlining job functions, duties and the requirements for successful performance is essential for selecting the most suitably qualified people to fill positions.听

It is the responsibility of the hiring manager to ensure that interviews do not result in discriminatory practices. A valid interview includes only questions and topics that are job-related. By asking only job-related questions, personal bias is minimized.听听It is important that interviews be conducted in a consistent manner so the same job-related information is obtained from each applicant, thereby allowing for a fair comparison. In addition to being a legal requirement, it makes good business sense to base your hiring decisions on qualifications rather than non-job-related factors.

Below are the links for each section of the guide.

II.听 Establishment of Qualifications VI.听 Interviewing Techniques
III.听 Reviewing Applications VII.听听 Structuring the Interview
IV.听 Scheduling the Interview VIII.听 Reference Checks
V.听听 Developing Interview Questions

Appendix A 听 听听听听 听 Appendix B

Recruitment Services Frequently Asked Questions

General Recruitment

Please send an email to Recruitment Services at empl@fau.edu, and let us know that you want to cancel your recruitment. If interviews were conducted, you will need to update each applicant鈥檚 status to document the actions taken by the hiring department during your active recruitment. Once you have updated each of the applicant鈥檚 statuses, Recruitment Services can cancel the recruitment. The hiring department will need to submit a Close Job Requisition task in Workday.

New employees should be fully hired by Human Resources before they engage in employment. There are many risks to 糖心Vlog with having someone start work before they are fully hired. Risks to 糖心Vlog include but are not limited to, FLSA violations, I-9 compliance, Workers鈥� Compensation compliance, significant federal fines, external audits and site visit compliance concerns, and more.

If the employee has already started working, you cannot change the hire date. However, if the new employee has not started working, you may send an email to empl@fau.edu to request a change in the hire date.

To extend the job posting date, please send your request to empl@fau.edu.

There are various steps and approval that are required to hire a new employee. Please refer to the Recruitment Process Summary document that will outline the steps involved.

Recruitment Services works diligently to process each hire request as soon as possible. The time it takes to hire a new employee is impacted by the number of recruitments that are being handled for the University.


AMP/SP Promotion
Current employee applies to and is hired into a position with a higher level job profile (AMP) or to a higher pay grade (SP).
NO

AMP/SP Reassignment/Lateral
Current employee applies to and is hired into a position that is of the same job profile level (AMP) or pay grade (SP).
NO

Recruitment Job Change
Current employee applies to and is hired into a position with a lower job profile level (AMP) or pay grade (SP)
NO

Crossover: OPS to AMP/SP
OPS employee applies to and is hired into a line (AMP/SP) position.
YES

Crossover Student to AMP/SP
Student employee applies to and is hired into a line (AMP/SP) position.
YES

Crossover OPS/Student to Faculty
Student/OPS employee applies to and is then hired into a line (Faculty) assignment.
YES

Special Reminders:

Per Payroll: Change Jobs must take place at the beginning of a pay period for student, ops, or adjunct employees moving to a different employee type in Workday (ex. any change job reason with Crossover since they are crossing over to a new employee type).

If the employee type is not changing, it is still best practice for the Change Job to take place at the start of a pay period 鈥� but it is not required (ex. AMP/SP Promotion, AMP/SP Reassignment/Lateral, AMP/SP Demotion, or Recruitment Job Change).

Employment Applications:
Current Employees ONLY complete applications when they are seeking employment and are applying for posted jobs. Posted jobs are available in Workday via the 鈥淐areer鈥� worklet.

Job Requisitions:
To fill a vacancy in a department via a recruitment or without a recruitment, a JOB REQ is required regardless of the position type.

Recruitment Pools

You should not contact applicants before the final recruitment pool is released by HR. For most recruitment pools, the status of 鈥渞eview鈥� means that the recruitment pool has not been released.

The hiring department has access to see the applicants that have applied. However, the hiring department should not contact applicants to schedule an interview until the recruitment pool has been reviewed and released by HR.

When a pool is released, the department will receive an email from Recruitment Services letting them know that the pool has been released. Once the email is received, the hiring department can proceed with reviewing the applications and contacting applicants to schedule an interview.

Recruitment Services has to review each applicant鈥檚 resume, cover letter, and application that has applied to the vacancy. We have to determine if the applicant meets the minimum qualifications as advertised. Pools are usually released within 5 business days of the job closing. However, during our peak season or high recruitment volume for the university, pools are released within 10 business days of the job closing. If there is an urgent hiring need, please send an email to Recruitment Services at empl@fau.edu and we will do our best to release the pool before our standard turnaround time.

Background Checks

The turnaround for a Level I background check can vary. In some cases, the background check agency can complete the background check within 2 weeks. The agency鈥檚 turnaround is impacted by the response time of the county, state, and court records that must be retrieved. Other factors that may impact the agency鈥檚 turnaround time include incomplete application submission from the candidate or records discrepancies on the background check application.

Once the background check has been received, Recruitment Services will review the results and determine if the background check results meet company standards.

If there are any negative or concerning results on the background check, Recruitment Services may contact the candidate and give them an opportunity to provide additional information that may assist with adjudication.

We offer DCF Level II background checks, VECHS Level II background checks, Foreign Research Screening background checks, Level I background checks, Motor Vehicle Records (MVR) background check,s and credit checks.

Foreign Research Screenings are required by Florida Statutes 1010.35 Screening Foreign Researchers. The Office of Civil Rights and Title IX will determine if a Foreign Research Screening is required. Level II background checks may be required depending on the location of the position, duties and responsibilities, and the type of population that will be serviced. Level I background checks are required for all new employees, and in some instances, existing employees as well. The MVR and credit checks are required based on the duties and responsibilities of the position. Recruitment Services can assist hiring departments to identify the appropriate background check that may be needed.

If an international background check was requested, please instruct the candidate not to enter a U.S. address on their background check application. The candidate should enter their foreign address to bypass the social security number data entry point. If the candidate does have a social security number, please ask them not to enter it on their application because it will cause delays with the international background check screening.