Faculty Recruitment Process
Phase 1: Prepare
Familiarize yourself with WSU’s recruitment process and policies or refresh your search knowledge:
- Faculty Recruitment Basics | WSU custom online training
- Faculty Recruitment Checklist | Search committee roles + responsibilities checklist
- OPDRS | Access the Online Position Description & Recruitment System (OPDRS) and find navigation tools here.
- Recruitment and Selection of Faculty Personnel, BPPM 60.11
- Pre-Employment Inquiry Guidelines, BPPM 60.08
Prepare and organize your evaluation tools:
- Evaluation Screening Form | Sample document
- Evaluation Ranking Matrix | Sample document
- Feedback Form | Sample document
Phase 2: Advertise & Outreach
Develop and execute your outreach strategy to attract a diverse pool of qualified applicants:
- Faculty Outreach and Advertising | Includes sample advertisements and diversity recruitment resources
- Underutilized EEO/AA Data by Academic Discipline | Provided by OEO
- EO-AA-Diversity Statements | Required, recommended and sample statements
- Advertising DOL Certification Tips | Tenure-track/tenured teaching positions
- Outreach Tools | Underutilized data, job board platform, advertising resources, social media tools and talent pool databases for Faculty and Staff positions
- Equal Employment Opportunity and Affirmative Action Policy, EPM 12
Phase 3: Screen & Interview
Use the tools below to conduct an interview that positively promotes employment opportunities at WSU
- Candidate Experience | Recommended resources and samples to help create a positive candidate experience.
- Interview: Faculty Interview Questions
- Applicant Evaluation: Faculty Not Selected Reasons | Available status updates in OPDRS
- Candidate Recruitment: Prospective Faculty Resources | Provided by ADVANCE at WSU
- Candidate Recruitment: Summary of Benefits Available for Faculty | Provided by HRS
- Candidate Notification: Unsuccessful Candidate After Initial Evaluation | Sample letter
- Candidate Notification: Unsuccessful Candidate After Screening Interview | Sample letter
- Candidate Notification: Unsuccessful Candidate After Campus Interview | Sample letter
Phase 4: Perform Reference & Background Checks
Take a deep dive into the candidate’s background by performing reference and background checks:
- Background Checks, BPPM 60.16
- Background Check Program | Information for hiring managers and search committees
- Candidate Evaluation: Reference Check Authorization Form | For candidates applying outside OPDRS
- Candidate Evaluation: Reference Check Form | Sample document
Phase 5: Hire & Onboard
- Letters | The most up-to-date offer letter templates can be found here
- Search Documents Retention | Overview for searches within and outside of OPDRS
- Partner and Spouse Accommodation, BPPM 60.15
- University Records – Retention and Disposition, BPPM 90.01
- Pre-Academic Year Appointments for Tenure and Tenure Track Faculty
Key offices and contacts for Faculty recruitment are as follows:
Office of the Provost
This office has overall university responsibility for recruitment, search and selection processes for faculty. All faculty positions and appointments system-wide, including tenure and tenure-track, require final approval from this office.
Human Resource Services
HRS provides guidance and advice to Appointing Authorities, department administrators, and search committees on recruitment and hiring policies, processes and regulations. Additionally, HRS administers and trains users on the Online Position Description & Recruitment System (OPDRS).
The HR Consultant for each area/college is available to assist with appropriate recruitment and hiring processes, as well as, the use of OPDRS. Requests for area or college specific trainings may be directed to the HR Service Team members linked below.
Website: Human Resource Representatives Website
The Global Services unit of International Programs assists in the review of advertising information for tenure-track faculty positions to ensure compliance with the United State Citizenship and Immigration Services (USCIS) requirements.
Office for Equal Opportunity
Ensures EEO/AA compliance for the university. Additionally, the OEO is responsible for investigating complaints of discrimination or retaliation. The OEO provides guidance and training on employment laws, affirmative action, equal employment opportunity and discrimination.
ADVANCE at WSU
Seeks to develop an inclusive research institution whose faculty are supported by a system that promotes career-long excellence for all—irrespective of gender. ADVANCE focuses on work/life transition points—especially those that disproportionately impact women—and any obstacles to recruiting, hiring, retaining, and advancing an exceptional, diverse faculty.