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Policy for Advertising and Hiring Employees

Policy for Advertising and Hiring Employees

Policy Purpose

The purpose of this policy is to specify the requirements for advertising and hiring new university employees.

Policy Statement

East Tennessee State University recognizes that its staff and the ability to attract and retain a talented and diverse workforce is fundamental to its success; therefore it seeks to attract the most qualified and diverse workforce possible and will not discriminate on the basis of race, color, religion, creed, sex, sexual orientation, gender identity/expression, age, genetic information, national origin, disability status, veteran status, or any other legally protected class.

If a recruitment plan is appropriate for the position, the plan must include details for attracting and achieving an applicant pool that is talented, diverse, and inclusive. HR will review any recruitment plans to ensure the plan meets the university’s affirmative action objectives.

Human Resources determines the appropriate method for advertising a position. Advertised positions will be posted on eJobs and other sites on which HR advertises. If departments/units wish to advertise on sites other than the ones funded by HR, that unit may do so at their expense.

Advertising and hiring workflow is built into the online system.

Support staff positions must be posted for a minimum of five (5) days; faculty and administrative positions must be posted for a minimum of fourteen (14) days.  Postings close at 11:59 p.m. (Eastern Time) on the stated closing date, unless listed as open until filled.

Any person wishing to apply for an advertised position at ETSU will be afforded the opportunity to do so.  Applications will only be accepted through the online applicant tracking system.

Human Resources will review the applicant pool prior to interviews to ensure EEO and Affirmative Action objectives have been considered.

If a search committee is convened, the committee membership should be diverse as appropriate for the particular position.

References will be checked before an offer of employment is made.

Waivers to this policy may only be granted by Human Resources.

Formal offers of employment are made only in writing by the University President or designee.

Definitions

Policy History

Effective Date:
Revision Date:

Procedure (s)

Procedures are outline in the Guidelines for Filling Faculty, Administrative, and Clerical/Support Vacancies.

Best practices for searches are available on the Human Resources website.                                 

Procedure History

Effective Date:  November 7, 2018
Revision Date:

Related Form(s)

Scope and Applicability

Primary: Employment
Secondary: Academics

Appendices

1. Candidate Rating Form (.pdf)
2. Evaluation of Oral and Written English Proficiency (.pdf)
3. Reference Checks/Telephone Conversation Notes (.pdf)
4. Historically Black Colleges and Universities (.pdf)
5. Personal Contact Log (.pdf)
6. Check List for Affirmative Action Procedures (.pdf)
7. Advertisements Short and Long Examples (.pdf)
8. Newspaper and Journal Listings (.pdf)
9. E-mail Request to Certify Applicant Pool for Interview (.pdf)
10. Sample Interview Schedule (.pdf)
11. Pre-Employment Inquiry Guide (.pdf)
12. Diversity Links (.pdf)
13. Moving Expense Allowance Request Form (.pdf) FILLABLE
14. Moving Expense AgreementDRAFT (.pdf) FILLABLE
15. Search Committee Confidentiality Form (.pdf)

Related Links

• Checklist for Advertising, Certifying Applicant Pools, Interviewing & Hiring (.pdf)
• Recruitment and Hiring Essentials Home page
• eJobs Information and Training webpage