Human Resource Services (HRS) assists the Office of the Provost in administering Faculty recruitment and hiring processes.

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

Phase 1: Prepare

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

  • Faculty Recruitment Checklist: Search committee roles and responsibilities checklist
  • Search Committee Guide: Detailed roles and responsibilities guide
  • 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
  • Candidate Guest Guidelines: Details on inviting guests (spouse/partner/etc.) to on-campus interviews
  • Implicit Association Test: IATs (Implicit Association Tests) are 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

Faculty Recruitment Basics

Prepare and organize your evaluation tools:

Phase 2: Advertise & Outreach

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

  1. Faculty Outreach and Advertising: Includes sample advertisements and diversity recruitment resources
  2. 2019 Global Job Board Directory: Advertising suggestions based on academic discipline
  3. EEO/AA Compliance: Contact CRCI directly for questions regarding WSU’s Affirmative Action Plan
  4. EO-AA-Diversity Statements: Required, recommended, and sample statements
  5. Advertising tenure-track/tenured teaching positions: Visit the Office for International Programs hiring website to familiarize yourself with required DOL processes
  6. Outreach Tools: Advertising resources, social media tools, and talent pool databases for Faculty and Staff positions
  7. 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:

Phase 4: Perform Reference & Background Checks

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

Phase 5: Hire & Onboard

Key Contacts

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. Website:
  • 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
  • International Programs: 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 States Citizenship and Immigration Services (USCIS) requirements. Website:
  • Office of Civil Rights Compliance and Investigation (CRCI): Ensures EEO/AA compliance for the university. Additionally, the CRCI is responsible for investigating complaints of discrimination or retaliation. The CRCI 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. Website: