Recruitment

Salisbury University is deeply committed to fostering diversity and ensuring equal employment opportunities for all qualified individuals. We actively seek to recruit outstanding, student-focused, and diverse faculty and staff from Maryland, across the United States, and around the world. The university is dedicated to promoting equal opportunity and diversity in every department. Salisbury University strives to hire talented faculty and staff who are passionate about supporting a collaborative, high-quality learning environment and who are committed to excellence in all that they do.

Effective July 1, 2024, Salisbury University implemented Workday to enhance and streamline its recruitment process.

Other areas of focus:

• Confidentiality
• Negotiation
• Training

The Recruiting Process

Note: Recruitment must be completed for all C2 and PIN hires.

1. Completion of Position Request
   Once the full Position Request Process is complete, the Position Request Form (PRF) will be forwarded to the Recruiting team to initiate the next phase.
2. Manager Notification
   Recruiting will contact the hiring manager to confirm receipt of the PRF and inform them that the position will soon be entered into Workday for approvals. The manager will be advised to watch for the first approval notification.
3. Workday Entry
   Recruiting will enter the position details into Workday to begin the internal approval workflow.
4. Posting the Position
   After the position has completed all required Workday approvals and is returned to Recruiting, it will be posted both internally and externally.
5. Search Committee Kick-off
   Within one week of the position being posted, Recruiting will schedule a kick-off meeting with the search committee.

Additional recruitment strategies may be implemented as necessary.

Downloads:

• Hiring Process Roles (PDF)
• Job Reference Form (PDF)
• Search Committee Expectations (PDF)

Candidate Selection Process

1. Job Posting: All available positions are listed on the Salisbury University Careers page, with a detailed job description and information on the first consideration dates for each position.
2. Application Review: Resumes and applications are reviewed to identify candidates who meet the required qualifications. All departments will use a Minimum Qualifications Tracker to assist in this process.
3. Initial Screening: A brief phone screening is conducted with candidates who meet the minimum qualifications to assess their experience, basic qualifications, and cultural fit.
4. In-Person or Final Interview: Top candidates are invited for in-person or more thorough interviews to evaluate their skills and fit for the role.
5. Reference Checks: References provided by the candidate are contacted to confirm their qualifications and employment history.
6. Job Offer: The selected candidate is offered the position, including details regarding salary, benefits, and start date.
7. Onboarding: Once the offer is accepted, the onboarding process begins to smoothly integrate the new hire into the organization.

This process ensures a clear and consistent evaluation of candidates.

Downloads:

• 13 Types of Unconscious Bias (PDF)

Candidate Experience

At our institution, we prioritize creating a positive and effective candidate experience throughout the interview process. From the initial contact to the final decision, we are dedicated to ensuring that each candidate feels valued and well-informed. Our goal is not only to find the right person for the job, but also to identify the best fit for both the position and our institution’s culture. We believe in transparent and timely communication, keeping candidates engaged and informed at every step. By fostering an environment of respect and openness, we aim to make the process a positive experience for everyone involved, ensuring that both candidates and our team can confidently assess whether we are the right match for one another.

Interviewing Information

1. Prepare: Review the candidate's resume and job description beforehand.
2. Create Comfort: Ensure a welcoming, distraction-free environment for the interview.
3. Ask Clear Questions: Use a mix of behavioral and technical questions to assess skills and fit.
4. Focus on Key Competencies: Evaluate candidates based on the role’s essential skills.
5. Listen Actively: Pay attention to both verbal and non-verbal responses.
6. Be Consistent: Ask all candidates the same core questions for fair comparison.
7. Assess Cultural Fit: Consider how well the candidate aligns with the organization’s values.
8. Encourage Questions: Allow candidates to ask questions to gauge their interest.
9. Follow the Process: Stick to the interview structure and complete necessary assessments.
10. Be Respectful: Treat candidates professionally, ensuring a positive experience.

This approach ensures a fair, effective, and insightful interview process.

Downloads:

• Interview Applicant Questions (PDF)