All
hiring supervisors, search chairs, deans,
and department heads who are preparing
to advertise and hire for a position are
highly encouraged to make an appointment
with Willette Stevens, Coordinator of
Staff Development
&
Equity,
before proceeding with your search so
that she can go over the current hiring
process and answer any questions that
you may have.
For
questions regarding a search that has
already been advertised, or to find out
where you are in the process, please contact
the appropriate HR representative for
your position:
Classified
Staff (bi-weekly) Positions
Angela Everett
(912) 344-2587
Professional
Staff (monthly) Positions
Fern Illidge
(912) 344-3221
Faculty
Positions
Willette Stevens
(912) 344-3217
|
*Student
Worker Hiring Process*
coming soon
|
Step
One: Budget Approval
To fill a regular full-time
position and a casual part time position,
the department will need to complete a
Personnel Request Form as well as a Request
to Fill Critical Personnel Vacancy form.
These forms will need to be signed by
the person who initiated the request and
the Dean/Director of that department.
Once the department has filled out those
forms, they will forward them on to the
Office of Human Resources along with a
copy of the advertisement that will be
posted. Please forward an electronic copy
of that ad to the appropriate HR contact
for your position (see above). Click here
for a sample
Personnel Request Form.
HR will send the forms around
for signatures, to include the Budget
Manager for available budget approval,
the Supervisory Vice President, and the
Vice President of Business & Finance.
A position will not be advertised until
ALL required signatures have been
obtained.
What
is a Request to Fill Critical Personnel
Vacancy?
Step
Two: Advertising the Position
Once the required signatures
have been obtained, Human Resources will
advertise the position. Our advertising
venues are the Employment Opportunities
page on HR's website, SavannahHelpWanted.com,
HigherEdJobs.com (for professional staff
and faculty positions), the Department
of Labor, the Savannah Herald and Tribune,
44 Colleges and Universities on AASU's
Affirmative Action database, and the Chronicle
of Higher Education (for faculty positions
and by approval only).
External bi-weekly positions
are advertised for two weeks online. Applications
are filled out and turned in to the Office
of Human Resources, at which stage Angela
Everett will begin testing applicants
and separating applications of qualified
applicants and un-qualified applicants.
External monthly and faculty
positions are advertised for three weeks
online. Cover letters, resumes, and references
are sent directly to the department where
the search chair and committee will review
all applicants. Once the position has
closed and all applicants have been reviewed,
interviews are conducted.
Internal positions are advertised
on the Employment Opportunities page on
the HR website only for one week. Current
employees of AASU who are interested in
applying for the position will contact
one of the appropriate HR representatives
via email to express their interest in
applying for the position (for bi-weekly
positions), or contact the hiring supervisor/chair
by submitting requested materials (for
monthly and faculty positions). Once the
position has closed those employees will
be reviewed and interviewed.
Step
Three: Choosing a Candidate
When a candidate has been chosen,
the hiring supervisor will then let their
HR representative know who they have chosen
so that a background check can be initiated
on that candidate.
Please read the Background
Investigation Policy and Procedure
Step
Four: Offering the Position
ONLY AFTER THE BACKGROUND
CHECK HAS BEEN RETURNED CLEAR CAN A POSITION
BE OFFERED TO A CANDIDATE.
For bi-weekly positions:
Once the candidate has cleared the background
check, Angela Everett will call the candidate
and offer the position and schedule an
orientation. The hiring supervisor does
not make contact with the candidate until
the candidate has been offered the position
and has accepted.
For monthly and faculty
positions: Once the candidate has
cleared the background check, Fern Illidge
or Willette Stevens will call the search
chair and notify them of the results.
The search chair will then call the candidate
and offer the position. Once the candidate
has either accepted the position or declined
the offer, the search chair will then
send an email to Fern or Willette informing
them that the candidate accepted, the
salary amount, and the start date; or
that the candidate has declined. An orientation
packet will be sent out prior to the new
employee's date of hire with an official
confirmation letter, orientation day and
time, and benefits information.
Step
Five: Completing the Search
Once your candidate has been
hired, please bring all search
materials and applications to the Office
of Human Resources for storage.
Again,
this is just a quick reference guide to
our Hiring Process. If you have questions
about how to conduct a search, or how
to advertise a position, please call Willette
Stevens at (912) 344-3217 to schedule
an appointment.
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