Finalize recruitment
Once the interview process is complete, all candidates must be evaluated. This process will differ in complexity and length based on the number of candidates interviewed. The basic idea, however, is to assess the candidates against the criteria that you have previously decided were the most important.
For compliance and reporting purposes, VCU must demonstrate why applicants are eliminated from consideration for a position. The VCU online recruitment system has several pre-defined non-selection codes to document these reasons. During the initial screening of the pool and throughout the search process, the hiring manager (or search chair) has the opportunity to apply a disposition code to each applicant. For instructions on how to change the applicant status in the online recruitment system, please refer to the Talent Recruitment guide for instructions.
The following materials must be uploaded to the online recruitment system prior to initiating the hiring proposal:
- Interview questions and interview notes for each person interviewed. Notes for both phone screening interviews and on campus interviews should be included.
- Work samples, if obtained.
- Reference checks/notes of individuals contacted, date(s) of conversation, questions asked and responses.
Ineligibility for Rehire
Although an unusual occurrence, there are certain situations where former employees are ineligible for rehire due to the circumstances surrounding their previous employment and/or separation. The individuals who fall into this category are notified at the time of separation that they are ineligible for rehire at VCU. Individuals have the option to request that their files be reviewed for rehire eligibility five years from the date the ineligibility status was determined.
HRPs are instructed to connect with the Employee Relations team at emprel@vcu.edu to ensure top candidates are eligible for rehire.
Hiring proposals are required for all finalists. The hiring proposal must include the following components:
- VCU Job Title, including both the title assigned to the position, and the level assigned to the incumbent
- Proposed salary
- Proposed start date
- Justification for hire, including job-related factors that resulted in the applicant’s selection as the finalist.
- Justification for the requested salary - the pay assessor tool should be used to determine starting salary and must be completed and attached in Talent
- Verification of credentials, if applicable
- Hiring incentives that may be included in offer
For instructions on how to complete a hiring proposal in the online recruitment system, please refer to the Talent Recruitment guide for University Employees. HR will review and approve the hiring proposal and supporting documentation to ensure compliance with established policies and procedures. Executive/senior administrator hiring proposals may require additional levels of approval. HR will coordinate this review/approval process. HR will consult with hiring managers about requested salary offers and related justification, if any questions or concerns exist.