Faculty Recruitment ToolKit
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 Workday Recruit.
Faculty Recruitment Checklist: Search committee roles and responsibilities checklist
Phase 1: Prepare
Familiarize yourself with WSU’s recruitment process and policies or refresh your search knowledge:
- Refer to Faculty Recruitment Checklist above
- Equity Guide for Faculty Search Committee Members
- Search Committee Guide: Detailed roles and responsibilities guide
- Workday Recruit: Access Worday Recruit 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
- Reviewing Applicants: Research on Bias and Assumptions (provided by WISELI)
Faculty Recruitment Basics
Prepare and organize your evaluation tools:
- Evaluation Screening Form: Sample document
- Evaluation Ranking Matrix: Sample document with not-selected reasons
- 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
- 2019 Global Job Board Directory: Advertising suggestions based on academic discipline
- EEO/AA Compliance: Contact CCR directly for questions regarding WSU’s Affirmative Action Plan
- EO-AA-Equity Statements: Required, recommended, and sample statements
- Advertising tenure-track/tenured teaching positions: Visit the Office for International Programs hiring website to familiarize yourself with required DOL processes
- Outreach Tools: 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
- On-Campus Interviews: Guest Guidelines
- Applicant Evaluation: Faculty Not Selected Reasons – Available status updates in Workday Recruit
- 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 Workday
- Candidate Evaluation: Reference Check Form | Sample document
- Candidate Evaluation: Best Practice Tips for conducting references via email
- Prior to an offer of employment, WSU must comply with RCW 28B.112.080 in regards to Sexual Misconduct. To comply with this law, hiring departments may not make an offer of employment until approved by HRS.
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 Workday
- 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 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: provost.wsu.edu
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 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. 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 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). Website: https://ip.wsu.edu/on-campus/start-here/
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. Website: advance.wsu.edu