Recruitment Resources
Search Resources
Effective recruitment and hiring practices help UHCL to obtain top talent and helps
to ensure the University is staffed with productive employees. The Employment team
is available to provide guidance throughout the search process. The below Employment
Timeline gives a high-level view of a successful search.
Job opportunities Employment Timeline
Staff Positions
The following resources are designed to assist hiring departments and managers with running effective searches. Professional staff, Director level and above, must be directed by a search committee.
Faculty Positions
The following resources are designed to assist hiring departments and managers with running effective searches. Faculty positions must be directed by a search committee.
- Confidentiality Guidelines
- Faculty Search Guide
- Faculty Search Process Checklist
- Search Committee Recruitment Plan
Below are ideal or particularly well-written faculty recruitment advertisements that you may use as samples to write your ad.
Interviewing
Prepare a core set of interview questions.
- Questions should focus on determining how well the applicant will meet the responsibilities of the position.
- For consistency, ask the same questions of each interviewee. It is acceptable to ask related and appropriate follow-up questions to an interviewee's response.
Types of Interview Questions
- Behavioral - An interview technique that focuses on a candidate’s past experiences, behaviors, knowledge, skills and abilities by asking the candidate to provide specific examples of when they demonstrated certain behaviors or skills as a means of predicting future behavior and performance.
- Situational — An interview technique that gives the interviewee a scenario to help assess how a candidate would perform by asking the candidate to provide examples of how they would respond given the situation described.
- Motivational - These questions assess how motivated and genuine the candidate is regarding the position.
- Managerial - Questions should be designed to assess a candidate's leadership, problem-solving, and decision-making skills.
- Competency Based — An interview technique that focuses on core competencies that align with your position and the organization that would help interviewers better evaluate a candidate’s skills.
- Sample Interview Questions
Types of Questions to Avoid
- Yes/No questions will leave the interviewer with limited information to work with when it comes to determining a candidate’s skills.
- Questions that are not job related.
Helpful Hints to Conduct a Successful Interview
- Determine an interview facilitator (typically Hiring Manager) who will oversee the interview process.
- Discuss the order in which the panel will ask questions.
- Begin by explaining the interview process which should include panel introductions, position description, etc.
- After the interview, provide next steps in the process to the interviewee.
- Always have someone walk the interviewee out.