Steps Of Requirements

 Step 1: Identify Vacancy and Evaluate Need

Recruitments provide opportunities to departments to align staff skill sets to initiatives and goals, and for departmental and individual growth. Proper planning and evaluation of the need will lead to hiring the right person for the role and team.

Newly Created Position

When it is determined a new position is needed, it is important to:

1. Understand and take into consideration strategic goals for the University and/or department. Are there any upcoming changes that may impact this role?
2. Conduct a Job Analysis if this position will be new to your department. This will also help to identify gaps.

Carefully evaluate any changes needed for the following:

• Level required performing these tasks; considering the appropriate classification level. Be aware that changes in the classification of positions from represented to nonrepresented will require union notice and agreement
• Tasks carried out by the previous employee
• Tasks to be removed or added if any of the work will be transferred within department
• Supervisory or lead responsibility
• Budget responsibility (if any)
• Work hours
• Is there still a requirement for this role at all?

Step 2: Develop Position Description

• A position description is the core of a successful recruitment process. It is used to develop interview questions, interview evaluations and reference check questions. A well-written position description:
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  1. Clearly articulates responsibilities and qualifications to attract the best suited candidates
  2. Provides an opportunity to clearly articulate the value proposition for the role
  3. Improves retention as turnover is highest with newly hired employees. Employees tend to be dissatisfied when they are performing duties they were not originally hired to perform.
  4. Identifies tasks, work flow and accountability, enabling the department to plan how it will operate and grow
  5. Is used for career planning and training by providing clear distinctions between levels of responsibilities and competencies required

  Identify Duties and Responsibilities

  Prior to developing the job description the hiring manager should identify the following:
  1. General Information
  2. Position Purpose
  3. Essential Functions
  4. Minimum Requirements
  5. Preferred Qualifications    
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• Step 3: Develop Recruitment Plan

  Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best qualified candidate and helps to ensure an applicant pool which includes women and underrepresented groups including veterans and individuals with disabilities.
  In addition to the position’s placement goals the plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager in conjunction with the Departmental HR Coordinator. Placement goals identified are displayed on the position requisition in the ATS.
• Step 4: Review Applicants and Develop Short List
  Once the position has been posted, candidates will apply via internet or direct. Candidates will be considered “Applicants” or “Expressions of Interest”.
  Applicants are those who apply during the initial application period. All applicants must be reviewed and considered. Candidates who apply after the initial application period will be considered “expressions of interest” and not viewable by the search committee.
  A phone screen may be conducted to obtain information such as availability, salary requirements, special position requirements (e.g. ability to perform shift work), ascertain minimum requirements and other preliminary information to assist the search committee with their review. It is possible to screen out an applicant due to information obtained during this initial screening and therefore phone screens should be properly documented and attended by at least two search committee members or Human Resources.
  Note: Several bargaining unit contracts contain language related to applicant screening. Refer to the appropriate contract for specific requirements.

Step 5: Conduct Interview

The interview is the single most important step in the selection process. It is the opportunity for the employer and prospective employee to learn more about each other and validate information provided by both. By following these interviewing guidelines, you will ensure you have conducted a thorough interview process and have all necessary data to properly evaluate skills and abilities.

Preparing for the Interview

Once the short list (typically 3-5 identified for interview) is approved by the Office of Faculty and Staff Affirmative Action, the interview process can begin. It is important to properly prepare for the interview as this is the opportunity to evaluate the skills and competencies and validate the information the applicant has provided in their application and resume. Choose one or two questions from each minimally required skill and competency to develop your interview questions. Review the applicant's application or resume and make note of any issues that you need to follow-up on.

Interview Questions

Questions should be relevant to the position and seek information on specific skills and abilities to perform the job such as “describe your experience working with students in an academic environment and/or post-secondary degree-granting institutions”. Interview questions not pertaining to the current requirements of the position are not to be used (e.g. an interview question on supervisory experience if position will not be supervising employees).

The use of behavioral and/or competency based interview questions is strongly encouraged as, when properly crafted, they allow the interviewer to obtain more meaningful data to determine the applicant’s ability to carry out the duties and responsibilities of the job, as well assess their ability to adhere to the University’s core competencies. Refer to UC Core Competencies – Recruitment  for additional information and sample interview questions.

refrence : https://hr.ucr.edu/recruitment/guidelines/process.html