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Management and Staff Recruitment

CSU, East Bay is devoted to achieving a workforce reflective of the diversity of the State of California. The CSUEB recruitment program supports the goals and objectives of the University through the recruitment, placement, and retention of a diverse, talented, and professional workforce. The University will cultivate a campus that promotes mutual appreciation for the uniqueness of each member of our community. This commitment to diversity enriches and provides an atmosphere wherein all human potential is valued. This commitment will better enable the University to promote a productive and responsible workforce in this global society.

Recruitment and Selection Procedures for Management

Recruitment and Selection Procedures for Staff

Log in to PeopleSoft and initiate the online recruitment request. Contact your HR Manager for the position PeopleSoft number. Process Guidelines for initiating a recruitment request can be found on the Administrative Applications page under "Department User" 

Create a Position Description. Attach to the online recruitment request. Obtain all necessary signatures on the form prior to submitting the hardcopy form to HR.  The signed Position Description must be submitted to HR prior to the incumbents first day of employment. Include the PeopleSoft position number as well as the "reports to" PeopleSoft position number.  If a new one is needed or you are not sure what the PeopleSoft numbers are, contact your HR manager. 

Submit the online recruitment request to HR for review/approval. 

Additional advertisement can be noted directly on the online recruitment request or contact the Office of Human Resources at x53634.

  Attach the screening criteria directly to the recruitment request.

  • Select a search committee and whenever possible, choose a committee that is diverse in gender and ethnicity.  Committee members should generally be from the same occupational field and in higher level positions and/or individuals from the campus community who have knowledge of the position and/or who will work regularly with the incumbent.  Recruitment for a Unit 4 position must have at least one Unit 4 employee on the search committee.
  • The Search Committee Chair (or designated member on the committee) must read the Recruitment Guidelines and notify your HR Recruiter upon completion.  If a person serves on multiple committees, he/she will only need to review this presentation once.
  • Develop screening criteria (application and interview) and ratings scales and attach to the online recruitment request and submit to HR for approval.  Develop specific criteria based on the job description and posting.  Screening Criteria Sample.
  • Develop skills assessment (optional) that include rating scales and and answer key and submit to HR for approval.  Writing and Excel Assessment Sample.
  • Screen applications When the committee is ready to review applications contact your HR Manager so applications can be routed electronically. The committee will then rate per the established criteria.  Use the Application Screening Grid to document the relative strengths and limitations of applicants. 
  • Select applicants to interview based on top scores using the Application Screening Summary form.  Only applicants who meet the minimum qualifications may be interviewed.
  • Submit all supporting documentation of application screening results to HR, noting which candidates will be interviewed.  HR will assess results.
  • Contact candidates to schedule interviews after your screening results are approved by HR.
  • Conduct interviews based on approved interview questions.  Please refer to the Interview Guidelines.
  • Complete interview rating sheet.  Have each committee member complete an Interview Rating Sheet for each candidate.
  • Administer skills assessment (optional).  Skills assessments must be approved by HR.
  • Conduct second interviews (optional).  Refer names of final candidate(s) in an unbiased manner to the department head or supervisor.
  • Rank candidates and sort by high score using the Interview Results Summary form.
  • Conduct reference check(s) on finalist(s) using the CSUEB Reference Check Outline .
  • Obtain the Appointment Authorization Form from HR. Complete the form including the necessary signatures and submit to HR.
  • All supporting documents should be included as well.
  • Candidate will be subjected to a background check.
  • Once the candidate has cleared the background check, HR will send an "Approval to Offer " email with the approved salary range to the hiring manager(s).
  • After the “Approval to Offer” email is received, the hiring manager should extend an offer of employment.  Any salary requests above the approved salary level must be discussed with your HR Representative PRIOR to making an offer.
  • Reply to the "Approval to Offer" email noting whether the finalist accepted or declined the offer.
  • Prepare the eSAF after the offer of employment is accepted. 
  • Instruct new employee to follow the New Employee Checklist. This checklist will be attached to the "Approval to Offer" email.  The new employee can access the Onboarding forms at New Employee. The majority of these forms can be submitted directly online.  Both HR and Payroll sign-in forms will be found on this site.  There are a few fill and print forms which must be filled out and brought to HR/Payroll on their first day of employment. We encourage that these forms be submitted to our office prior to their first day.
  • HR will notify all other applicants who were not selected.         
  • HR sends a formal appointment letter to the employee outlining the conditions of employment.

Recruitments are posted "Open Until Filled" or with a specified closing (end) date.

Postings Open Until Filled: 
Will remain posted and applications will be accepted until the position is filled.

Postings with closing dates:  
The posting remains open until midnight on the closing date. Applicants are able to submit applications until 11:59a.m. Once the posting closes contact your HR Manager to have the applications routed to the committee members.

The Recruitment Guidelines were created to provide valuable information to recruiting departments and their search committees.  The Guidelines cover topics such as:

  • What are the legally protected areas that we cannot ask candidates about during the interview?
  • What can we do if the top candidate declines the offer of employment?
  • What do we, the hiring department, need to do when our new employee starts?
  • You may refer to this PowerPoint presentation as many times as needed. 

Forms and Resources

  • Recruitment Guidelines - PowerPoint presentation with information that will assist you during the recruitment process


Assigned Departments:

André Johnson - AVP, Human Resources & Payroll Services x52164

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