A regular recruitment occurs when you plan to fill a new staff or management position
for the first time, replace an existing position with no change in duties or replace
an existing position with changes to previous duties.
A temporary recruitment occurs when you plan to fill a new staff or management position for the first time, replace an existing position with no change in duties or replace an existing position with changes to previous duties on a temporary basis, typically 6 months to 1 year. This is typically done when you do not have an employee in mind to fill your vacancy on an interim basis or if the position will only be needed for a short time. If you have an employee in mind, you may use the Emergency Hire process.
You will need a current Position Description outlining the responsibilities of the position, as well as preferred qualifications to be used in screening applications. Think about where you want to advertise the position and the information you’d like applicants to provide (e.g. Letter of Interest, Resume, etc.).
Follow your internal department and division processes for approving recruitments then enter a Request to Recruit in PeopleSoft to begin the process.
The Request to Recruit process involves multiple levels of approvals at the department, division and/or president level with a final approval taking place in Human Resources. Your Workforce Planning Analyst will reach out once the Request to Recruit has been received to review the classification when necessary, discuss any outstanding questions, and prepare the job for posting.
If not specified, all openings are posted to the general public with a first screening date two weeks later. You may choose to post your opening to CSU or SJSU employees, with few exceptions and can push the first screening date out further if desired.
As a general rule, Human Resources will screen incoming applications for minimum qualifications and forward only those that meet or exceed them. It is your responsibility to screen them against the preferred qualifications set forth in the Request to Recruit. You may choose to do both the minimum and preferred qualification screening, but you must request this up front.
- Recruitment Checklist for Hiring Managers
- Process Flow - Regular Recruitment (Coming Soon)
- Interview Question Guidelines (.pdf)
- Contact your Workforce Planning Analyst with questions (see Your HR Representatives)