Hiring Process

Barrett believes that the core of any successful organization lies in its people. As we embark on this journey, it is essential to emphasize the significance of our purpose outlined in the hiring process.

Job Approval Process

• New Hire: 
  • A Staff Action Request must be submitted by senior staff to initiate the approval process. The request will then be routed to the dean for review and approval.
  • Student worker hires need to reviewed with unit head to verify budget
• Rehire (Refilling a Vacancy): When an employee leaves a position, supervisors must work with leadership to obtain approval to refill the role. Before requesting approval, an updated job description should be prepared.

Job Posting Preparation

• Establish a timeline for the search, including posting and closing dates.
• Identify the top 5–6 desired qualifications that will serve as screening criteria.
• Form a hiring committee responsible for reviewing applications, conducting interviews, and making final hiring recommendations.

Job Description Submission

Once approval is received to fill a position, supervisors must:

• Confirm the search timeline, including posting and closing dates.
• Finalize the 5–6 desired qualifications for applicant screening.
• Confirm the hiring committee members. Ensure the lead member is ASU certified.
• Complete the job submission form in Airtable with all required details.
  • Student workers:
    • Include important details about the role, responsibilities, desired qualifications, and any specific requirements (such as hours of availability, asking if a current Barrett student, etc.)
    • Review the student worker scale to make sure the duties align with the standard wage scale found at Resources for Student Employers.

The submission will then route to the Business Office, which will set up the position in Workday.

Workday Posting

• The Barrett Business Office will post the position in Workday.
• Positions will automatically close at 11:59 p.m. on the day prior to the listed end date. (For example you want the position to close on November 3. The job posting will show a close date of November 4.)

Application Review

• After the posting closes, Business Operations will provide applications and a scorecard to the committee.
• Review application materials, ensuring that resumes and cover letters are complete.
• Evaluate candidates based on minimum and desired qualifications, relevant experience, and skills.

Interview Process

• Shortlist candidates for interviews.
• Conduct interviews (may include multiple rounds such as phone, Zoom, in-person, and/or meetings with the dean).
• Use a consistent set of questions across all candidates to ensure fairness.
• Record interview scores in the scorecard.

Reference Checks

• Reference checks are conducted after the hiring committee completes interviews, finalizes the evaluation spreadsheet, and submits a recommendation to the Business Office. Checks are completed for the finalist only.
• Verify candidate information by contacting the listed references.
• Document findings using the reference check sheet provided in the scorecard.
• For current ASU staff employees, review past performance discussions (Edge/Check-Ins) in coordination with Business Operations and Human Resources.

Decision Making

• Assess candidates holistically, considering qualifications, interview performance, and reference feedback.
• The hiring committee provides a recommendation to Business Operations.
• Business Operations submits the recommendation to Human Resources or Student Employment through Workday for approval.

Offer and Negotiation

• Once HR approval is received, extend a formal job offer with details regarding compensation, benefits, and other terms.
  • Note: If the candidate is a current ASU employee (staff), the unit must be contacted before the offer is extended.
• Engage in salary or benefits negotiations as needed, within the posted salary range and based on experience.
• Offer letters are finalized after background checks and/or fingerprinting requirements are completed in Workday.

Onboarding

• Once the offer is accepted, initiate onboarding first through Workday.
• Complete additional onboarding steps as outlined in the onboarding checklist to ensure best practices are followed.

References

• ASU Human Resources Recruitment
• ASU Student Employment
• Workday Courses