Competitive Search
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Competitive Search through Posting
Classified and Unclassified (Hourly) Hiring Process
The hiring process for unclassified hourly positions will follow the same steps as the classified positions with the exception of pre-employment testing.
Identify the funding source for the position.
Contact Budget Planning and Resource Analysis for any questions/concerns. This will help prevent delays in the approval process.
Initiate position in PeopleAdmin (PA)
- If you are a new user, create a PeopleAdmin User Account and contact Human Resources (HR) to schedule a PA training session.
- Review:
- PeopleAdmin User Guide: How to Create Postings (PDF)
- Writing an Effective Job Description
- Office of Equity and Inclusion Recruitment Resources
Once the position is approved by all parties, it will be posted on the Wright State website for a minimum of ten business days and advertised if applicable
- Hiring departments pay for all advertising via a ProCard
- If an ad needs to be written, HR can assist. Information on the required EO/AA statement for all ads is available on the OEI Statements for Job Ads webpage.
After the closing date, HR will review all application materials for minimum qualifications
HR will refer all qualified applicants to the hiring department within five business days of the closing date for review via PA.
If assistance is needed in narrowing down the pool, contact HR.
Select applicants for interview
- If the position to be filled is a tested position, contact HR with the name of the applicants to be tested
- HR will schedule and administer the required testing
- Once the testing process is completed, you will be notified of the names of applicants who successfully passed the test
Contact applicants for an interview
Review Interviewing
Once the interviews are conducted and a selection is made, initiate a Hiring Proposal in PA
Review PeopleAdmin User Guide: Search Process and Hiring Proposal (PDF)
Upon receipt of the Hiring Proposal, HR will verify the pay rate to be offered and approve the applicant for a verbal offer via Hiring Proposal
Make a verbal offer contingent on the successful passage of a background check.
This includes education verification, Motor Vehicle Record (MVR) check, and/or pre-employment physical exam, when applicable.
If the applicant accepts the offer, notify HR via Hiring Proposal to begin the background check process
HR will initiate the background check upon receiving the Hiring Proposal
Background checks take 3–7 business days to complete
You will be notified once the background check process is complete
Complete and submit a Personnel Action Form (PDF) with a start date to HR
Register the applicant for the New Employee Orientation
Review New Employee Resources for additional information on onboarding including the supervisor's checklist
Once HR receives the Personnel Action Form, a confirmation letter will be sent to the applicant along with an employment packet
HR close the search in PeopleAdmin.
Hiring departments are responsible for changing the applicant statuses using the appropriate disposition codes.
All unsuccessful applicants will be notified of the position status via PeopleAdmin
Unclassified (Salaried) and Faculty Hiring Process
Identify the funding source for the position.
Contact Budget Planning and Resource Analysis for any questions/concerns. This will help prevent delays in the approval process.
Initiate position in PeopleAdmin (PA)
- If you are a new user, create a PeopleAdmin User Account and contact Human Resources (HR) to schedule a PA training session.
- Review:
- PeopleAdmin User Guide: How to Create Postings (PDF)
- Writing an Effective Job Description
- Office of Equity and Inclusion Recruitment Resources
Once the position is approved by all parties, it will be posted on the Wright State website for a minimum of five business days and advertised
- Hiring departments pay for all advertising via a procard
- If an ad needs to be written, HR can assist. Information on the required EO/AA statement for all ads is available on the OEI Statements for Job Ads webpage.
Establish a search committee.
Ensure all committee members have been through the Search Committee Training.
If training is needed, contact the OEI to schedule training
After the position has been posted for at least five business days, the department/search committee should review all application materials and change the applicant statuses (disposition codes) accordingly.
It is very important that individuals who do not meet all of the minimum qualifications are properly identified. A screening chart (available on the OEI Forms webpage) may be used, but is not required. However, interview recommendations will not be reviewed until after applicant statuses have been updated.
If assistance is needed to narrow down the pool, contact HR
Via PeopleAdmin, the department/search committee should submit interview recommendations.
This request will also prompt OEI to run a report of the diversity of the applicant pool. This report will be emailed to the individual who submitted the interview recommendations. It is the responsibility of the department to create a recruitment/advertising plan designed to attract a diverse and well-qualified applicant pool. OEI is happy to assist with this.
Update the applicants' statuses of any additional applicants that have been received since the initial review in PeopleAdmin using the appropriate disposition codes listed
For instructions on the search process, go to PeopleAdmin User Guide - Search Process and Hiring Proposal
Once the selected applicants are approved for an interview, you may begin the interview process
Contact applicants for interviews. Review Interviewing guidelines and best practices.
Once a finalist is selected, initiate a Hiring Proposal in PeopleAdmin and submit it for approval. For questions on salary negotiations and/or total compensation, contact Human Resources.
Make a verbal offer contingent on the successful passage of a university-mandated background check and education verification
If the applicant accepts the verbal offer, notify Human Resources via Hiring Proposal to begin the background check process.
If the applicant declines the offer, initiate another Hiring Proposal on another applicant, if available. Please work with Human Resources to cancel the Hiring Proposal and change the applicant status to show that they decline the offer
Human Resources will initiate the background check and education verification upon receiving the Hiring Proposal. Background checks take 3-7 business days to complete
Human Resources will notify you once background check and education verification results are received
Send a written offer to the applicant
- Staff Template Offer Letters
- For faculty positions, contact the Provost's Office to obtain the most updated template offer letters
Submit a Personnel Action Form with a start date to Human Resources, along with a copy of the signed offer letter to your HR Operations Analyst
Keep the payroll deadlines in mind when deciding to start the new employee
Register the applicant for the New Employee Orientation. Visit the Welcome Center website for additional information on onboarding including the supervisor's checklist
Once Human Resources receives the Personnel Action Form, an employment packet will be sent to the applicant
Human Resources will close the search in PeopleAdmin
All unsuccessful applicants will be notified of the position status via PeopleAdmin
Competitive Search using Search Firm
Search Firms are typically used for recruiting senior-level administrators to Wright State University. Most often position titles are at the Executive Director level and above (Associate Dean, Dean, Associate Vice President, Vice President, etc.)
Once a vacancy or new position is created, a statement of prior approval from an appointing authority (Dean, Provost) is made to use a search firm
University administration designates a search committee chair
Contact HR Employment for approved vendors via the IUC Purchasing Collaborative or prior vendors used by WSU
Expect payment to the external search firm to be approximately one-third of the first year’s compensation for the selected candidate. This includes annual salary plus any sign-on bonus.
Search committee chair and/or committee work with search firm associate and HR to create a job description, job announcement, etc.
Search firm meets with OEI and HR to discuss University’s affirmative action/diversity goals and values/culture insights
Job description/announcement is sent to President and/or Provost’s office for approval
After approval, HR Employment (HR) enters the position into PeopleAdmin and obtains appropriate approvals via PeopleAdmin (Budget Office, etc.)
HR posts the positions, which directs all individuals who wished to be considered to apply via PeopleAdmin
HR contacts the search firm associate to inform him/her that the search has been posted
HR and search firm associate agree on who will be responsible for placing which ads
The search firm associate posts the position on his/her company website and directs individuals who wish to be considered to apply via PeopleAdmin
- Individuals who would like more information about the position, but are not ready to commit to applying, are directed to contact the search firm associate but must apply via PeopleAdmin if they decide that they wish to be considered for the position
- If the search firm associate reaches out to a person and the person indicates that they wish to be officially considered
All applications are collected via PeopleAdmin
- The search firm associate and search committee chair and members will be given guest user access to the posting to review all applications
- The search committee chair designates a person who will have originator status, which allows for applicant status (disposition code) updates and interview recommendations
Interview recommendations are submitted
Interviews are conducted
A hiring proposal is submitted via PeopleAdmin
IMPORTANT NOTE: If anyone receives a records request (Ohio Public Records Request, FOIA, or any other type) for a search handled by a search firm, they should contact the Office of the General Counsel. Only the Office of the General Counsel should respond to such a request. If a media outlet requests information, the Office of the General Counsel and the Director of Communications should be notified. No one other than the General Counsel and Director of Communications should provide any information to the media or answer any questions at all related to any part of the search.