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Human Resource Management - Recruitment and Outreach

Policy and Procedure

Subject Area: Employment
Policy Title: Recruitment and Outreach
Policy / Procedure No: HRM054
Responsible Office: Human Resources Management
Additional Information Needed: Recruiting publication resources, job summary for advertising, budget number for paying advertising costs.

POLICY: Northeastern University is an Equal Opportunity/Affirmative Action/Title IX Educational Institution and employer. As such, we strongly encourage hiring managers to advertise positions in a variety of publications in an effort to increase the diversity of the applicant pool.

PURPOSE: To develop an effective recruitment and outreach plan

PROCEDURE:

All Administrative Professional, Faculty, Office Support, Technical, Crafts and Trades, and Service positions are posted by HRM on the Northeastern University Website. (Three times per week, all positions except Faculty are posted on BostonWorks.com

Recruitment Efforts for Administrative Professional positions:

  1. Internal employees will submit a Transfer/Promotion Application and resume directly to the hiring manager to express their interest in the position. Northeastern University encourages the hiring manager to set up interviews with internal applicants as long as they meet the minimum requirements of the position.

  2. 2. After the 10 day internal posting has expired, Human Resources Management automatically posts positions to HigherEdJobs.com and IMDiversity.com.

  3. To recruit external candidates, the hiring manager identifies recruitment resources needed to attract a diverse pool of qualified candidates. For grade levels 9 - 14, the hiring manager can consult with Affirmative Action to develop a recruitment plan. Prior to advertising Administrative Professional positions level 15 and above, the hiring manager must create and submit an Affirmative Action Recruitment Plan to the Office of Affirmative Action and Diversity. Visit the Affirmative Action Website at: aa.neu.edu. Click here for a list of publication resources.

  4. To move forward with external recruitment if needed, the hiring manager works with HRM Employment to prepare an ad for placement. HRM Employment contacts a standard vendor to obtain cost and run dates. The department approves the ad and cost for advertising. Upon approval, the department must provide HRM with a budget number for billing. Advertising costs are billed directly to the hiring department.

  5. 5. The Hiring manager may also advertise the vacancy to colleges, agencies, professional organizations, and other appropriate recruiting sources.

  6. 6. The hiring manager must inform the department Key Contact of all advertising sources, in order for the advertising sources to be logged in PeopleSoft. Affirmative Action will run reports from PeopleSoft to verify that all guidelines have been met.

Recruitment Efforts for Office, Support, Technical, Crafts and Trades positions:

    1. Once the position is posted, the Employment Representative contacts the hiring manager and may schedule a department visit in order to gather information about the skills and requirements needed for the position. The Employment Representative receives all internal Transfer and Promotion Applications and reviews all resumes for Office and Support positions. Qualified candidates are tested and referred to the appropriate department.

    2. Resumes for Technical and Trade positions are forwarded directly to the appropriate department.

    3. If a hiring manager determines a need to advertise through external publications, the hiring manager works with HRM Employment to prepare an ad for placement. HRM Employment contacts a standard vendor to obtain cost and run dates. The department approves the ad and cost for advertising. Upon approval, the department must provide HRM with a budget number for billing. Advertising costs are billed directly to the hiring department. Click here for a list of publication resources.

Recruitment Efforts for Faculty positions:

    1. Human Resources Management automatically posts positions to HigherEdJobs.com and IMDiversity.com.

    2. The Office of the Provost advertises faculty positions in Chronicles of Higher Education, Black Issues in Higher Education, and Hispanic Outlook.

    3. For most faculty positions, a search committee is created. The Hiring Manager/Group Coordinator/Search Chair or Proxy works with the committee to develop a job description. Then, the committee works with Affirmative Action to develop a Recruitment Plan. Click here for list of publication resources.

    4. After Affirmative Action approves the Recruitment plan, the Hiring Manager/Group Coordinator/Search Chair or Proxy may contact HRM Employment to prepare an ad for placement. HRM Employment contacts a standard vendor to obtain cost and run dates. The department approves the ad and cost for advertising. Upon approval, the department must provide HRM with a budget number for billing. Advertising costs are billed directly to the hiring department.

    5. The Hiring Manager/Group Coordinator/Search Chair or Proxy must inform a Key Contact of all advertising sources, in order for the advertising sources to be logged in PeopleSoft. Affirmative Action will run reports from PeopleSoft to verify that all guidelines have been met.

Process of Hiring International employees

In order to comply with the United States federal law regulated by the Immigration and Naturalization Services, the Department of Labor, the Department of Employment and Training, and/or the Department of State, the hiring of non-immigrant international faculty, researchers, and staff should be executed in consultation with the International Student and Scholar Institute, located in 406 Ell Building and University Counsel, in Churchill Hall. This will ensure that the prospective international hire has or will obtain, in a timely fashion, the appropriate visa status in order to be legally employed, either full- or part time at Northeastern University. For more information, please visit www.issi.neu.edu, and refer to the