Step 1. Review the Recruitment & Hiring Guidelines and the Search Process ToolKit to ensure awareness of all requirements of a search process.

Step 2. Ensure all approvals to hire have been completed.

Step 3. Submit staff vacancy workflow in JDXpert.

Step 4. Illinois Human Resources (IHR) evaluates the job description and classifies the position. Positions that have been classified within the last year and have no changes will be processed via express workflow.

Step 5. IHR works with the unit to determine recruitment needs, posting length (typically two weeks), reviews the posting, and posts to jobs.illinois.edu.

Step 6. Applicants apply to a posted position via jobs.illinois.edu. Applicants must complete the online application and submit documents as noted in the posting, usually a cover letter, resume and references.

Step 7. Search committee reviews and identifies applicants to move forward in the search process. Search committee and consultation with the hiring manager determines how interviews will be conducted. This can be accomplished in a number of ways including, a structured email with questions sent to all referred candidates, use of a web-based interviewing tool, etc. Candidates must be notified of the response deadline and that completion of this step serves as the initial interview., etc. Candidates must be notified of the response deadline and that completion of this step serves as the initial interview.

• Candidates who do not respond by the deadline do not move forward in the interview process.
• The hiring unit can determine who advances to a virtual or in-person interview from the candidates who responded.

Step 9. Unit confirms salary to be offered. Unit must consult with IHR compensation if it is desired to offer a salary more than 10% above the preapproved range.

Step 10. Hiring unit updates the status of all applicants. Please reference the status disposition.

Step 11. Hiring unit completes Hire From Search Appointment Form and submits for approvals.

Step 12. Hiring unit receives Hire From Search approval and provides proposed appointee the written offer via Cornerstone On Demand (CSOD) which allows them to electronically accept the offer. Units who choose to send the offer outside of CSOD must utilize the Contingent Offer Letter Template and get the signed acceptance in another fashion.

Step 13. Hiring unit receives accepted and signed offer letter. Hiring unit updates proposed appointee disposition status in CSOD to background check. This initiates the required background and sexual misconduct check process.

Step 14. Hiring unit is notified of the background and sexual misconduct check outcome. If the proposed appointee is cleared, update the disposition code to hired. The unit proceeds to the new hire process in the HR Front End. If the proposed appointee is not cleared, the hiring unit must inform the proposed appointee that the offer is being rescinded due to inability to clear the background and sexual misconduct process.

Step 15. Unit ensures all applicants not selected are notified of the search outcome.