Hiring FAQs

A vacant line and/or the budget to create a vacant line. Additionally, approval must be obtained by your supervisor and the proper budget authority for your area.

Receive permission from your proper authorities.

Send an email to hr@etsu.edu and the University Budget Office (COM departments should work with their appropriate COM authorities and HR).

If repurposing a position, include how it is being repurposed. Additional paperwork or approval may be required depending on the type of position being created. All repurposing of regular staff positions will require a pre-audit.

If you are still unsure what steps to take, contact your HR Business Partner.

Minimum posting times are as follows. Postings may remain open longer as needed to generate an adequate candidate pool:

• Non-Exempt Staff Positions: 5 calendar days
• Exempt Staff Positions: 14 calendar days
• Faculty Positions: 14 calendar days
• Postdoctoral Scholar Positions: 14 calendar days

While minimum qualifications determine whether a candidate is eligible, knowledge, skills, and abilities (KSAs) are the qualities needed to perform successfully in the position.

Minimum Qualifications:
These are the qualifications an applicant must possess. They must be non-comparative, objective, and relevant to the position.

• Non-comparative example: three years' experience as a college-level lecturer
• Objective example: a bachelor's degree in accounting
• Must be relevant to job performance

Preferred Qualifications:
Additional qualifications that make a candidate ideal but are not required to perform the job.

Preferred qualifications help narrow the applicant pool by identifying candidates with additional desirable skills, education, or experience beyond the minimum requirements.

They can be used to compare candidates and develop evaluation criteria, such as scoring matrices.

Experience must be in a related field. Full-time experience is preferred; however, internships, part-time work, graduate assistantships, student work, and volunteer experience may be considered on a prorated basis.

The University must meet federal requirements to ensure equal employment opportunity through a documented recruitment process.

Yes. All searches require a documented recruitment strategy to demonstrate a good-faith effort.

No, but recruitment must be broad enough to demonstrate a good-faith effort. Human Resources can assist, but the search committee is responsible.

Responsibility is shared between Human Resources and the hiring department.

• HigherEdJobs
• Voyager
• Facebook
• SREB (faculty/postdoc only)
• Twitter
• LinkedIn

The department is responsible for funding additional advertising not covered by Human Resources.

All paid ads must go through Voyager Purchase Requisitions.

You may post abbreviated ads if they include a link to the full posting:

View and apply via the ETSU Career Site

Yes. Federal regulations require affirmative action efforts to recruit and support these groups.

After the position is approved and posted in Voyager.

Not all positions require one, but they are required for faculty and higher-level roles. They are strongly recommended for fairness and consistency.

Recommended: 5 to 8 members (minimum of 3).

Yes. Email hr@etsu.edu with justification.

Five years per the Records Disposal Policy.

Direct them to apply through Voyager. Only those applicants are eligible.

Yes. Location should not be used to eliminate candidates.

Evaluate all applicants objectively and consistently based on required qualifications.

Required for final candidates. Strongly recommended for all finalists.

1. Verify employment
2. Confirm interview information
3. Obtain recommendations

The offer must be approved by the appropriate authority before being extended.

The position may be offered to the next finalist or reevaluated with HR.