As you start considering candidates, be sure to complete the\u00a0Ethical and Legal Obligations in the Hiring Process<\/strong><\/a>\u00a0training in\u00a0MyPath<\/strong><\/a>. This twenty-minute online training is required for everyone involved in interviewing applicants, including those who may only be reviewing resumes on behalf of a hiring team.<\/p>\n If you will be hiring someone under the age of 18, understand the strict\u00a0state and federal regulations concerning child labor laws<\/strong><\/a>.<\/p>\n Once the position is posted, you\u2019ll want to review resumes regularly against the job requirements to identify candidates you\u2019d like to engage with. Consider education, experience, and overall background, as well as career progression, as appropriate.<\/p>\n This step provides the hiring manager with the first opportunity to interact with the applicant. A standard list of questions should be crafted for each interview to ensure that the process is consistent and that the manager and applicant remain focused. The phone interview should be used to efficiently vet the required education and experience criteria and the applicant\u2019s interest or motivation. If there is a specific shift or scheduling requirement to consider, this should also be part of the phone interview.<\/p>\n As you plan to interview candidates, consider who you\u2019d like on the interview team. Key stakeholders, partners, and peers of the position may all provide valuable perspectives on which candidate is most likely to be successful. That being said, the number of interviews conducted, and number of participants, should be weighed against the complexity of the vacant role. For example, more than two interviews, including a job shadow, for an entry-level role is not advised.<\/p>\n Be sure that members of the interviewing team complete the\u00a0Ethical and Legal Obligations in the Hiring Process training<\/strong><\/a>, which is required for everyone involved in interviewing candidates.<\/p>\n Share the job description, interview topics and\/or questions, and candidates\u2019 resumes with your interview team ahead of the scheduled interview. Candidate information should be kept confidential, regardless of whether the candidate is an internal or external one.<\/p>\n Interviewing is much easier and more effective if you have the right interview questions. Use key segments of the job responsibilities to identify areas to explore, such as communication, organizational skills, customer service, or specific technical skills or experiences. Ask questions that require candidates to share specific examples of situations they\u2019ve been in and experiences they\u2019ve had that highlight the skills or experience you\u2019re looking for. Behavioral-based interview questions are another tool to help interviewers assess how a candidate may engage or perform as an employee.<\/p>\n It is important to note that any question asked in an interview cannot relate to a protected class, such as need for an accommodation, marital status, gender identity, veteran status, or sexual orientation. Questions should only pertain to the candidate\u2019s ability and experience related to the position, and decisions should be made based on the same criteria. The \u201cHiring Process Bundle<\/a>\u201d in MyPath offers more resources for structuring an interview, including appropriate interview questions<\/a><\/p>\n A best practice is to provide your interview team with an interview scorecard and scoring rubric where they can rate each candidate on the competencies you\u2019ve identified for the position; this helps ensure a thoughtful, systematic, and equitable approach to considering candidates. An interview scorecard is a new feature available in myURHR and will allow interview teams to easily rate and log interview outcomes within the system.<\/p>\n After interviews are conducted, review your interview team\u2019s feedback via myURHR. Your manager will likely want to interview the top one or two candidates before a final decision is made.<\/p>\n Accommodations<\/strong><\/p>\n If an applicant requests an accommodation during the hiring or interviewing process (e.g., the applicant is deaf or hard of hearing and needs an interpreter or has a mobility impairment and needs a close-in parking spot for the interview) and you are unsure how to proceed with obtaining that accommodation, please call (585) 275-4995<\/strong><\/a>\u00a0for assistance.<\/p>\n Salary History<\/strong><\/p>\n Effective January 2020, New York State legislation prohibits employers from asking for salary history from an applicant. Additionally, employers are prohibited from using an applicant\u2019s current or past salary as a consideration in determining the compensation for the position. You cannot ask any questions with regard to current or past salary, including:<\/p>\n You cannot use an internal or external applicant\u2019s current or past salary as a starting point for determining their salary offer.<\/p>\n You cannot refuse to interview, hire, promote or employ based on salary history. For example, you cannot tell a candidate they are \u201cout of the range\u201d or will not be considered because their salary expectation is too high.<\/p>\n You can ask: What if a candidate volunteers a salary that is outside of the range that we offer for a position?<\/strong><\/p>\n You may follow up with: \u201cYour current salary is actually not something that is relevant to this process, but I would like to share the salary range for this position so that you can make an informed decision about your level of interest in this opportunity.\u201d You should save conversations about salary range, whenever possible, for the end of an interview. If a candidate divulges their current or past salary you should not ask follow up questions with regards to their salary history.<\/p>\n Reference checking is the final opportunity to obtain important information about your applicant\u2019s past performance. Reference templates are built into myURHR Workday to complete professional reference tasks conveniently within the system.<\/p>\n Some reference check best practices are:<\/p>\n Please note that reference information is considered confidential and should not be shared with the applicant or with individuals who are not associated with making the hiring decision.<\/p>\n Once you\u2019ve selected the final candidate, ensure they have completed the University application. All individuals who have been selected to interview for a position MUST have completed the University application. It is strongly encouraged that this step is completed prior to any interviews occurring.<\/p>\n Offer initiation and review processes will now be completed in myURHR, including HR Business Partner review and Finance approval if needed. If you have questions regarding possible compensation, please contact your\u00a0HR Business Partner<\/strong><\/a>\u00a0to discuss the salary. HR will consider the candidate\u2019s qualifications and experience, as well as the qualifications and experience of incumbent employees. Finance will also be engaged according to departmental practices.<\/p>\n Once the salary has been determined and approvals obtained, the offer will go through a final review from the assigned HR Liaison. The HR Service Center will notify you through myURHR once the offer has been approved, and then you may call the candidate to extend the offer verbally.<\/p>\n Once the offer has been verbally accepted, you will advance the candidate forward in myURHR. The HR Liaison will complete a series of pre-hire tasks in myURHR to generate new hire paperwork and send to the candidate.<\/p>\n Once a candidate has accepted the job offer, return to\u00a0myURHR Workday to update the disposition of each candidate who was not selected. External applicants (excluding applicants for faculty, nursing practice, and Strong Staffing positions) with a disposition of Not Selected will receive an automated email from myURHR 24 hours after the final disposition, notifying them they have not been selected. Please note that this final disposition step must be completed before the HR Liaison will close the requisition.<\/p>\n Training is available in MyPath<\/a> by searching \u201crecruitment.\u201d<\/p>\nReviewing resumes<\/h2>\n
Phone screening<\/h2>\n
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Building your hiring committee<\/h2>\n
Interviewing<\/h2>\n
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\n\u201cI do not want to know what salary you make currently or have made in the past. Can you give me an idea of the salary range that you might find acceptable for this position?\u201d<\/p>\n
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\n\u201cGiven the salary range that I\u2019ve shared, do you still have interest in the position?\u201d<\/p>\nReferences<\/h2>\n
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Making an Offer<\/h2>\n
Training<\/h2>\n