1. Hiring Processes Overview
Hiring Managers, Screeners, Interviewers, HR Professionals College or District Executives involved in hiring…
Welcome
To Maricopa’s
Hiring Processes Overview
You are at the right place for information about changes to improve the hiring process to shorten the time from posting to job offer.

2. You will be learning about these improvements to the hiring
Hiring Process Highlights
You will be learning about these
improvements to the hiring
process.
Plan Better
Post Earlier
Screen Sooner
Choices for Hiring Managers
Separate Screening and Interviewing Teams
Qualifications written more clearly
Streamlined Salary Placement
Expedited Background Check process

3. Hiring Process Overview
Click on icons
for info
about each
topic. Click on the
yellow
buttons at
the bottom
to return to
this screen or to continue.
Recruitment
Preparation
Recruitment
Open
Screening
Recruitment
Closed
Interviewing
Job Offer
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4. Recruitment Preparation
The Search Plan guides hiring planning about:
Minimum and desired qualifications that best describe job requirements; 3-5 minimum and 5-7 desired qualifications are recommended
Screeners (at least 2), Interviewers (at least 3); can be two separate groups; Hiring Manager recommended to do both
Screening desired qualifications as Yes/No or on a numeric scale
Interview type, using assessments, providing interview questions in advance
Approval Process
A recruitment starts with two key items - funding and approval. Follow college/site process to obtain approval.
Recruitment Preparation
What
needs to
happen
before a
position
can be
posted? Click each icon to find out.
Search Plan
The Search Plan is the key document for planning the recruitment and setting timeline expectations. The Hiring Manager prepare the Search Plan then meets with HR. The Search Plan information is used to generate the Job Requisition. Click for more info…
The Job Req is an important part of HR’s role. In consultation with Hiring Managers, and using the Search Plan information, HR creates the Job Requisition in HRMS.
Job Requisition
Add square for h mgr choices?
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5. Application Materials
Job postings will go live following department/HR approval. Internal postings will be live within 30 minutes in Self Service HRMS. External postings will be live immediately!
Job Posting
Recruitment Open
The job is posted. Who will apply?
What?! Screeners can review application materials right away? Yes! No need to wait for the closing date – with one exception – What is it? Click to find out.
Application Materials
If the job posting is approved but key recruitment information is not completed in the Search Plan (this situation should be the exception and not the rule), access to application materials can be delayed by HR until the needed information is received.
Internal and external job posting opening and closing dates may be the same or can be different depending on policy group requirements.
Internal & External
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6. Screening Internal &/or External Results Entered in HRMS
Internal applicants are screened before external applicants, even if the posting was simultaneous. Qualified internal candidates are interviewed
Screeners have reached consensus and the interview slate is completed, now what? Screening results and interview slates are forwarded to HR. HR enters screening results in HRMS.
Internal &/or External
Who is
invited to interview?
Screening
Screening Together or Separate
Results Entered in HRMS
The Hiring Manager coordinates the screening process. Screeners can work together or separately. The best approach depends on the recruitment timeline, Screener availability and the number of applicants.
Screeners determine who receives an interview based on evidence in the application materials. Internal applicants are invited for interviews by meeting requirements of their respective policy manual. External applicants are invited for interviews if they have met all minimum qualifications and some degree of desired qualifications.
Who to Interview?
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7. ID Finalists or Preferred Candidate
Assessments are a good option for gathering information about an applicant’s skills. Assessments can be prior to interviews or a part of the interview process.
Will some candidates be invited back for additional interviews or activities? Second interviews, public forums, or meetings with college leadership must follow a consistent process and adhere to interviewing best practices.
Assessments
Making an
impression
is a
two-way
street.
Interviewing
How big is the interview team? A minimum of 3 Interviewers is required. Maricopa’s diversity guidelines require at least one female, one male, and one person reflecting ethnic diversity.
Additional Rounds
Round 1
What do you find out and when? Timing for reference checks depends on college/site processes. References can be completed before or after final interviews.
Reference Checks
ID Finalists or Preferred Candidate
Is there a shining star or is it hard to decide? Interviewers identify finalists or a Preferred Candidate based on Interview scoring, and assessments if applicable. HR records interview scores and Preferred Candidate status in HRMS.
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8. Job Offer Reference Check Job Offer Accepted? Background Check
Does the candidate accept? If so, a start date is identified. If acceptance hinges on salary or other questions contact HR for guidance.
Hiring Managers check references provided by candidates. Internal candidates’ supervisors should be contacted.
Reference Check
Job Offer
What
needs to happen
so an
offer
can be
made?
Background checks are run on the Preferred Candidate. Education is now confirmed via these checks for non-faculty positions.
Job Offer Accepted?
Background Check
Hiring Managers are encouraged to be the bearer of the good news and make the job offer. HR will provide the job offer details to the Hiring Manager.
Job Offer Extended
Salary Placement
For what salary step is the candidate eligible? Salary placement calculations are a bit involved, and are processed by HR. New hires will now be placed at their appropriate salary step from day 1.
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9. Recruitment Closed Position Filled Finalize HRMS Are we done yet?
Yay! The offer is accepted and a start date identified. Congratulations!
Position Filled
Recruitment Closed
Are we
done
yet?
Finalize
HRMS
HR does this step - quality assurance of recruitment documents and closing the recruitment in HRMS.
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10. What’s Next? Hiring Process Website &
Team Member Resources for Self-Study
Visit the Hiring Process website for additional resources for Hiring Managers, Screeners, Interviewers, and HR professionals.
Resources include – hiring guides, job aids, qualifications bank, interview questions bank, procedures, tutorials, and more!
Hiring Process team members must complete Hiring Process Knowledge Checks prior to serving on a Hiring Team. Sign up via HRMS.
Smile!
You’ve finished the overview!

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