Human Resource Services (HRS) assists the Office of the Provost in administering Faculty recruitment and hiring processes. HRS has the following tools, broken into 5 distinct phases to provide assistance and guidance for the recruitment and hiring of Faculty positions.

The HR Service Team for each area/college is available to assist with appropriate recruitment and hiring processes as well as the use of Workday Recruit.

For quick access to Workday, click here.

Phase 1: Prepare

Familiarize yourself with WSU’s recruitment process and policies, or refresh your knowledge of the search process:

Trainings

  • Faculty Recruitment Basics: WSU custom online training (WSU login required).
  • HERC Virtual Recruitment Toolkit (Member login required)
    • All WSU employees can create an account under institutional membership.
  • Implicit Association Test: IATs (Implicit Association Tests)
    • Tools to demonstrate and examine conscious and unconscious divergences related to attitudes and beliefs about race, gender, religion, sexual orientation, disability, and other social categories.
  • Reviewing Applicants: Research on Bias and Assumptions (provided by WISELI)

Resources

Evaluation Tools

Policies

Phase 2: Advertise & Outreach

Develop and execute your outreach strategy to attract a diverse pool of qualified applicants:

Resources

  • Faculty Outreach and Advertising: Includes sample advertisements and diversity recruitment resources.
  • Outreach Tools: Advertising resources, social media tools, and talent pool databases for Faculty and Staff positions.
  • 2019 Global Job Board Directory: Advertising suggestions based on academic discipline.
  • Gender Decoder: A free tool designed to identify gendered language in advertisements, helping to prevent subtle biases that may discourage potential applicants.

Guides

Policies

Phase 3: Screen & Interview

Use the tools below to conduct an interview that positively promotes employment opportunities at WSU:

Screening Guides

Interview Resources

Candidate Resources

Applicant Communication

Phase 4: Perform Reference, Sexual Misconduct Statement & Background Checks

Take a deep dive into the candidate’s background by performing reference and background checks:

References

Sexual Misconduct Statement (SMS)

Background Check (BGC)

Phase 5: Hire & Onboard

Onboarding Resources

Retention Resources

Key Contacts for Faculty Recruitments:

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)

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 Workday. The HR Consultant for each area/college is available to assist with appropriate recruitment and hiring processes as well as the use of Workday. For area or college specific trainings, contact your HR Service Team.

International Programs

The International Student and Scholar Services (ISSS) unit of International Programs assists in review and intake for WSU-sponsored employment visas, as well as a review of advertising information for tenure-track Faculty positions, in compliance with requirements from the United States Citizenship and Immigration Services (USCIS).

Office of Compliance and Civil Rights

Ensures EEO/AA compliance for the university. Additionally, the CCR is responsible for investigating complaints of discrimination or retaliation. The CCR 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.