1. Introduction to the Recruitment Process
RAD 202
Introduction to the Recruitment Process
Maryam Bagheritari, Human Resource Consultant
Regine Moore, Recruitment & Recall Coordinator
Human Resource Services – University of Alberta

2. Top 10 List How do I start? Legislation, Policies and Procedures
Collective and Staff Agreements
Posting process for Academics
Posting process for Support Staff
Duty to accommodate and recall
Interviewing and selection
References
Making the offer
Probation

3. Recruitment at the University of Alberta
Know your HR contact in your home department
Central Human Resource Services is accountable for:
Position evaluation
Posting review process
External advertising coordination
Recall and duty to accommodate checks
Employment Equity and Diversity Programming
Student Employment Program administration
Providing recruitment tools and checklists
Providing advice and guidance

4. Legislation, Policies and Procedures
Federal and Provincial Legislation
Alberta Human Rights Act; the Alberta Employment Standards Code; Freedom of Information and Protection of Privacy (FOIPP)
UofA Policies - UAPPOL
Discrimination, Harassment and Duty to Accommodate Policy
Employment Relationship Policy
Support Staff Posting and Advertising Procedure
Academic Staff Posting and Advertising Procedure

5. Collective and Staff Agreements
AASUA Staff Agreements
Seven (7) groups of academic staff
NASA Collective Agreements
Support staff
Operating funded
Trust funded
ESL instructors

6. Position Evaluation
Academic positions require a position description (APO, TAP, TRAS)
Support staff positions require a Job Fact Sheet (positions greater than 12 months in duration)
Review existing and make necessary change; submit for evaluation
Write new description and submit for evaluation

7. Posting Process Overview
Faculties and Departments initiate their own posting into the Recruitment and Advertising Database, also known as RAD
Once the departments have completed their posting, HRS Recruitment Services is notified via the RAD system
HRS Recruitment Services reviews the posting and coordinates any external advertising needs
Positions that are within the NASA Collective Agreement are subject to Recall and Duty to Accommodate (DTA)
If there is a Recall or DTA match, the department will be contacted
If there is no Recall or DTA match, the posting will go live on the UofA Careers website
Posting goes live on the Careers Website

8. Postings
Positions must be posted for a minimum of five (5) business days
All postings should include an informational paragraph about the department
If considering hiring a Foreign National, postings must comply with other immigration requirements
For postings, be mindful of the bona fide occupational requirements; under/overstate for position
All postings will include the U of A Employment Equity Statement

9. UofA Equity Statement
The University of Alberta hires on the basis of merit. We are committed to the principle of equity in employment. We welcome diversity and encourage applications from all qualified women and men, including persons with disabilities, members of visible minorities, and Aboriginal persons.

10. Pre-screening, Shortlisting and Scheduling the Interview
Pre-screen the Applications
Define the selection criteria
Shortlisting Candidates
Decide how many candidates you feel is appropriate to interview (this can range from 3-6 candidates)
Determine the length of interview time (including computer testing or other assessment tools)
Schedule the Interview
Avoid assigning one day for interviews

11. The Interview Determine Selection Committee/Panel
Develop an interview plan
Review the candidates resume prior to interviewing to be more prepared
Begin interviews with an overview of the unit, work team, etc.
Explain other duties that may be included in the position that were not advertised

12. Interview Tips
Ensure all interviewees have equal opportunity to present their suitability to the position (same interview plan)
The interview is not meant to cross examine or interrogate anyone; however, probing questions are allowed for clarity or detail
Ask questions that are related to the position; avoid questions that may reveal personal characteristics that are protected under the Human Rights Law

13. Reference Checking
Importance of doing reference checks; review with candidate the references that were provided and seek clarification
Have candidate sign “Consent for Collection and Verification of Information” Form
References should be contacted by one individual that participated in the interview
Determine appropriate questions, flexibility, probing questions
Avoid questions that will reveal characteristics that are protected under the Human Rights Act
Unsolicited references

14. Making the Offer Verbal offer Offer letter Appointment form
Unsuccessful candidates
File management/retention policy

15. Probation Overall evaluation of incumbent’s skill and fit for position
Orientation and training
Provide periodic assessments
Seek consultation with HR Consultant for any probationary concerns

16. Open Discussion

17. For Further Information …
Website: Contact: Regine Moore, Recall & Recruitment Coordinator, , Employee Relations and Human Resource Consulting Human Resources Consultants provide specific guidance and support with the Interview and Selection Process Academic Services: Catherine Anley, Employment Equity Advisor, ,

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