Supervisor Recruitment Toolkit
The Supervisor Recruitment Toolkit is an entry point for supervisors across the UW-Madison campus to support their recruitment efforts for Faculty, Academic Staff, Limited Appointees, and University Staff employees. The toolkit covers the planning phase, recruitment strategies, and screening and assessing job applicants. Within each section you will find a summary, supporting resources that highlight best practices, checkpoint questions to support an equitable and inclusive recruitment, and roles a supervisor and other stakeholders assume in the process. The toolkit is designed to help answer common questions a supervisor might have throughout the hiring process.
Throughout the toolkit are sample forms and other tools designed to guide you through an efficient, effective, and equitable hiring process. We encourage you to partner with Human Resources to customize these tools to meet your unit’s needs or to enhance other resources you’re already using.
The purpose of the planning phase is to organize and prepare for the process ahead. The goal is to understand what and who is needed for a successful search.
The purpose of the recruitment strategies phase is to determine where qualified talent is and focus outreach efforts accordingly. The goal is to go beyond the Jobs at UW site while utilizing equitable best practices to ultimately return a diverse and robust applicant pool.
The purpose of the screening phase is to set clear guidelines on how to assess an applicant. The goal is to create a fair and equitable screening process to ensure candidates receive the best experience possible with UW-Madison.
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An all-encompassing term for knowledge, skills, abilities, and qualifications. The criteria will be used throughout the recruitment lifecycle in selecting Search and Screen (S&S) committee members, developing rubrics for screening, developing interview questions, and building talent pools.
Person who is responsible for ensuring the recruitment, assessment and selection process for a particular vacancy is completed in accordance with established policies. A supervisor, unit human resource (HR) representative, or designee may serve as the hiring administrator and delegate different aspects of the search process. The hiring administrator continues to be responsible for the process, regardless of delegation.
Supervisor for a particular vacancy who has the authority to make the final hiring decision. The hiring manager works closely with the hiring administrator to complete all aspects of the search process in accordance with established policies.
Search and Screen Committee
Individuals who have understanding of position and organization and are actively involved in the recruitment of potential applicants/candidates, and who are responsible for evaluating applicants. Committee members may also be responsible for the interview stages of the selected applicant pool.
- Recruitment, Assessment, and Selection Policy applies in all situations in which UW-Madison recruits, assesses and/or selects talent to fill Academic Staff, Faculty, Limited, or University Staff vacancies.
- Graduate Assistantship Policies and Procedures apply to graduate assistant titles.
- Visit the Student Hiring Essentials Toolkit for student employee hiring resources.