Barrett Processes

Hiring Process

Rev.

August 7, 2024

Purpose

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

At its heart, this purpose serves to ensure that each new addition to our workforce is not merely a candidate with relevant qualifications, but an individual who aligns with our company's vision, values, and culture. We understand that our employees are the driving force behind our achievements and play a crucial role in shaping our collective success.

By outlining a purpose-driven hiring process, we aim to achieve several key objectives:

Cultural Fit: We recognize that the right cultural fit fosters a positive and cohesive work environment. Through this purpose-driven approach, we seek candidates who share our values, ethics, and principles. A harmonious work culture enables collaboration, boosts employee morale, and ultimately contributes to higher productivity and innovation.
Mission Alignment: Our purpose guides us in fulfilling our company's mission. Each new team member selected through this process brings with them unique skills and perspectives that align with our overarching goals. By aligning individual aspirations with our mission, we create a more focused and dedicated team, all working towards a shared purpose.
Employee Engagement and Retention: Hiring employees who resonate with our purpose helps in fostering a strong sense of belonging and passion for their work. Engaged employees are more likely to stay committed to the organization, reducing turnover rates and saving valuable time and resources on continuous recruitment efforts.
Diverse and Inclusive Workforce: Emphasizing purpose in our hiring process encourages diversity and inclusivity. We are committed to building a workforce that represents different backgrounds, experiences, and perspectives. Embracing diversity enriches our decision-making processes, encourages creativity, and promotes a broader understanding of the world.
Long-Term Success: A purpose-driven hiring process goes beyond immediate needs and focuses on long-term success. As we invest time and effort in selecting the right individuals, we are confident that they will grow and evolve with the company, contributing significantly to our sustainable growth.

References

Forms

Student Worker Job Posting Form

Staff hiring process

The hiring process typically involves several steps. Here is a summary of the process starting from the submission of a job description with approval from deans to posting of the position:

Job Description Submission:

Submit a job description with approval from deans to post the position.
Include important details about the role, responsibilities, desired qualifications, and any specific requirements.

Timeline and Committee Formation:

Determine the timeline for the search, including the posting and closing dates.
Have the committee select the top 5-6 desired qualifications that will be used for screening applicants.
Form a hiring committee composed of individuals responsible for reviewing applications, conducting interviews, and making hiring recommendations.

Application Review:

Receive applications and a BrassRing Scorecard from Business Operations
Review application materials, ensuring all three (resume, cover letter, and references) are complete.
Assess the qualifications, experience, skills, and suitability of each applicant based on the job requirements outlined in the description, the minimum qualifications and desired qualifications.

Interview Process:

Shortlist candidates for interviews.
Conduct interviews, which may include multiple rounds (phone, in-person, Zoom and with the dean(s)).
Use a consistent set of questions for all candidates to evaluate their qualifications and fit for the position.
Record interview evaluation scores in BrassRing Scorecard.

Reference Checks:

Conduct reference checks to verify candidate information.
Contact provided references to gather insights into the candidate's past performance and suitability for the role.
Use the reference check sheet provided in the BrassRing Scorecard.
Note: If a current ASU employee, Career Edge conversations need to be reviewed for the candidate. These are scheduled through Business Operations and Human Resources.

Decision Making:

Evaluate candidates based on their qualifications, interview performance, reference feedback, and other relevant factors.
Make a hiring recommendation to Business Operations.
Business Operations submits the information to Human Resources (HR) for approval.

Offer and Negotiation:

If the candidate is approved by HR, extend a job offer with details on compensation, benefits, and other relevant information.
- **Note if a current ASU employee, the unit has to be contacted prior to contacting the candidate to make an offer.**
Engage in negotiations with the candidate, if necessary, regarding the terms of employment.
Salary negotiations cannot go above the posted salary range and are based upon experience.

Onboarding:

Once the offer is accepted, proceed with the onboarding process.
Complete necessary paperwork, conduct background checks, and provide the new hire with information, resources, and training to start their role effectively.

Student hire process

The hiring process typically involves several steps. Here is a summary of the process starting from the submission of a job description with approval from deans to post the position: