Step 1. Review the Recruitment & Hiring Guidelines, Search Process Toolkit, and Provost’s Communications to ensure awareness of all requirements of a search process.

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

Step 3. Submit Faculty Vacancy Workflow in JDXpert.

Step 4. Illinois Human Resources (IHR) works with the unit to determine posting length, reviews the posting, and posts to jobs.illinois.edu. Posting to additional discipline specific sites are the responsibility of a hiring unit.

Step 5. 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, curriculum vitae (CV) and references.

Step 6. 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.

Step 7. Upon completion of interviews, the hiring manager identifies the candidate to be hired. Hiring unit contacts the intended appointee to notify them of the intent to contact references. Hiring units conducts reference checks, regardless of whether the intended appointee is a current university employee or an external applicant.

Step 8. Unit confirms salary to be offered.

Step 9. Hiring unit completes Hire From Search Appointment Form and submits for approvals.

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

Step 11. Hiring unit receives Hire From Search approval and provides proposed appointee the written offer via Cornerstone On Demand (CSOD) which allows the proposed appointee 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 12. 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 13. Hiring unit is notified of the background and sexual misconduct check outcome. If the proposed appointee is cleared.

• Preemptive offer letters for tenured status should be communicated to the Provost Office prior to issuance.
• Hire for a tenure position, unit must submit the proposed hire to the Board of Trustees (BOT) via email. Unit must receive the BOT approval prior to proceeding to the new hire process in the HR Front End.
• Hire for specialized faculty position, unit proceeds to the new hire process in the HR Front End.
• Hiring unit updates proposed appointee status to Hired in CSOD

Step 14. 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 process.