Competitive Search through Posting

Classified Hiring Process

  1. Identify the funding source for the position. Contact Budget for any questions/concerns. This will help prevent delays in the approval process.
  2. Initiate position in PeopleAdmin (PA)
  3. Once position is approved by all parties, it will be posted on WSU website for minimum of 10 business days and advertised if applicable
    • Hiring departments pay for all advertising via procard
    • If an ad needs to be written, Human Resources can assist. Information on the required EO/AA statement for all ads is available on Office of Equity & Inclusion website.
  4. After the closing date, Human Resources will review all application materials for minimum qualifications
  5. Human Resources will refer all qualified applicants to the hiring department within 5 business days of the closing date for review via PA
    • If assistance is needed in narrowing down the pool, contact Human Resources
  6. Select applicants for interview
    • If the position to be filled is a tested position,  contact Human Resources with the name of the applicants to be tested
    • Human Resources will schedule and administer the required testing
    • Once testing process is completed, you will be notified with the names of applicants who successfully passed the test
  7. Contact applicants for an interview
  8. Once the interviews are conducted and a selection is made, initiate a Hiring Proposal in PA
  9. Upon receipt of the Hiring Proposal, Human Resources will verify the pay rate to be offered and approve the applicant for a verbal offer via Hiring Proposal
  10. Make a verbal offer contingent on successful passage of background check. This includes education verification, Motor Vehicle Record (MVR) check and/or pre-employment physical exam, when applicable.
  11. If the applicant accepts the offer, notify Human Resources via Hiring Proposal to begin the background check process
  12. Human Resources will initiate the background check upon receiving the Hiring Proposal
    • Background checks take 3-7 business days  to complete
  13. You will be notified once the background check process is complete
  14. Complete and submit a Personnel Action Form with a start date to Human Resources
  15. Register the applicant for the New Employee Orientation
    • Visit Welcome Center website for additional information on onboarding including supervisor's checklist
  16. Once Human Resources receives the Personnel Action Form, a confirmation letter will be sent to the applicant along with an employment packet
  17. Human Resources will close the search in PeopleAdmin. Hiring departments are responsible for changing the applicant statuses using the appropriate disposition codes.
  18. All unsuccessful applicants will be notified of the position status via PeopleAdmin

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

Unclassified (Salaried) and Faculty Hiring Process

  1. Identify the funding source for the position. Contact Budget for any questions/concerns.  This will help prevent delays in the approval process.
  2. Initiate position in PeopleAdmin (PA)
  3. Once position is approved by all parties, it will be posted on WSU website for minimum of 5 business days and advertised
    • Hiring departments pay for all advertising via procard
    • If an ad needs to be written, Human Resources can assist.  Information on the required EO/AA statement for all ads is available on Office of Equity & Inclusion website.
  4. Establish a search committee
  5. Ensure all committee members have been through the Search Committee Training
  6. 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 online at http://www.wright.edu/equity-and-inclusion/employment-and-recruitment/forms) 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 Human Resources 
  7. Via PeopleAdmin, the department / search committee should submit interview recommendations.  This request will also prompt the Office of Equity and Inclusion 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.
  8. Update the applicants' statuses of any additional applicants that have been received since the initial review in PeopleAdmin using the appropriate disposition codes listed
  9. For instructions on the search process, go to PeopleAdmin User Guide - Search Process and Hiring Proposal
  10. Once the selected applicants are approved for interview, you may begin the interview process
  11. Contact applicants for interview
  12. Once a finalist is selected, initiate a Hiring Proposal in PeopleAdmin and submit for approval. For questions on salary negotiations and/or total compensation, contact Human Resources.
  13. Make a verbal offer contingent on successful passage of university mandated background check and education verification
  14. If the applicant accepts the verbal offer, notify Human Resources via Hiring Proposal to begin the background check process
  15. If the applicant declines the offer, initiate another Hiring Proposal on another applicant, if available
    • Please work with Human Resources to cancel he Hiring Proposal and change the applicant status to show that they decline the offer
  16. Human Resources will initiate the background check and education verification upon receiving the Hiring Proposal
    • Background checks take 3-7 business days to complete
  17. Human Resources will notify you once background check and education verification results are received
  18. Send a written offer to the applicant
  19. 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
  20. Keep the payroll deadlines in mind when deciding to start the new employee
  21. Register the applicant for the New Employee Orientation
    • Visit Welcome Center website for additional information on onboarding including supervisor's checklist
  22. Once Human Resources receives the Personnel Action Form, an employment packet will be sent to the applicant
  23. Human Resources will close the search in PeopleAdmin 
  24. All unsuccessful applicants will be notified of the position status via PeopleAdmin