PageUp training sessions are available online to watch at any time:
Creating a Position Description
Creating a Job Requisition
Search and Screen Committee Training
Search Chair and Search Assistant Training
Offering a Job/Creating the Offer Card
Closing Out a Position
Click here to view the online Hiring Practices Orientation (turn up your volume!)
Welcome to the ultimate resource page for supervisors and search and screen committee members recruiting for a vacant position at UW Oshkosh! We hope to help this process run as smooth as possible providing you with the necessary tips and resources throughout your search.
Looking to replace or fill a new position? Here’s what you need to do:
- Review the steps in the recruitment flow: Click here to review the new recruitment process flow
- Attend a PageUp training session: Choose between session 1: Creating a Position Description & Job Posting in PageUp and session 2: Search and Screen Process in PageUp based on your involvement in the search. Training dates and times are available on the left side of this page.
- Create your position description in PageUp: When writing a position description, utilize the Position Description Guide to properly compose a description of the role you are hoping to fill. Reference the PageUp Resources tab to find instructions on entering your position description into PageUp.
- Create your job posting in PageUp: Labeled in PageUp as “job requisition,” you may use the information you wrote in the position description to build your external job posting that will be advertised on the careers website for candidates to apply.
PageUp Training Manuals
With the implementation of the new applicant tracking system, PageUp, we want to make sure you feel comfortable using the system. Check the events section on the left side of this page for PageUp training sessions hosted by the Office of Human Resources or call a recruiter with any questions (920-424-1166). See below for the necessary PageUp training manuals:
The recruitment process is often the first experience an applicant has with the university. Being properly prepared for your phone interviews and on campus interviews is an integral contributor of your candidates having a positive application process. We strongly encourage each search and screen committee member and hiring supervisors to review the interviewing guides provided below to be as prepared as possible for your recruitment process:
- Interviewing Guide (Tips and Advice): New to being on the employer’s side of the interview? Explore the fine details of interviewing with some helpful tips.
- Interview Question Bank: An essential guide to help your search and screen committee establish phone screen and onsite interview questions. If you would like the recruitment team to look over your interview questions to make sure they are compliant, please email them to firstname.lastname@example.org.
- Interview Questions Guidelines: To learn what you legally can and cannot ask during an interview.
- Interview Bias Guide: The Office of Human Resources does not condone any type of discrimination of our applicants. To find more information about interviewing bias, you may also visit the Office of Equal Opportunity and Access website.
- Total Compensation Estimator: Use this calculator to visually demonstrate the total compensation package a new employee may receive.
The Office of Human Resources has solidified unlimited job posting contracts with the vendors listed below. Please know that your department will not be financially responsible for posting on these particular websites due to a partially centralized advertising budget solely applicable to these vendors. You may select to post to the websites below while creating your job posting using the PageUp system.
Open Meetings Law
All Search and Screen committee meetings are subject to the Open Meetings Law 19.85 (1) (c).
When recruiting for an Unclassified Staff or a University Staff position, an Open Meeting Notice Form must be completed and sent to email@example.com 24 hours before any meeting is held pertaining to the search.
If you receive a request for documentation from a search, contact the University’s Open Records Custodian, Kate McQuillan, at firstname.lastname@example.org.
Making an Offer
- Once the search committee has completed their review and analysis of the candidates, they will make their hiring recommendations in PageUp by listing an applicant in “Recommend for hire” status or in “Not recommended for hire” status. The hiring supervisor may review candidates in both statuses and determine which candidate they would like to extend an offer to. If the hiring supervisor is interested in offering the position to a candidate who was not recommended by the search committee, they must email a justification explaining why they are choosing a candidate who was not recommended for the position to the Office of Human Resources.
- The hiring supervisor or administrative support person connected to the job may complete the offer card for the applicant who has been selected as the finalist. The offer card will ask for information revolving around the offer, which will, in turn, create the offer letter/contract later on. The offer card is sent through an approval process.
- Once the offer card has been fully approved, the hiring supervisor may make the verbal offer to the applicant.
- Once the hiring supervisor receives an acceptance to their verbal offer, they must notify the recruitment team (Shannon Lemke) immediately of the acceptance. The recruitment team will immediately follow up with the applicant by sending them a written offer of employment, which is securely sent through PageUp.
- Once the candidate electronically accepts and signs their offer of employment, PageUp will redirect them to a New Starter Form. Once completed, the criminal background screen will immediately be initiated.
- The Office of Human Resources will follow up with the hiring supervisor based on the results of the criminal background screen.
- The onboarding process begins.
Frequently Asked Questions
What is the difference between an Acting and an Interim role? To understand the difference between these two roles, reference this brief guide.
What is the standard procedure for conducting reference checks?
You may find the standard reference check form here or in the forms section of the recruitment website. If you are using the PageUp system for reference checks by moving applicants into “Basic Reference Check” status, you may review the questions asked to references here.
- The questions asked to references need to be identical for each candidate you are inquiring about.
- The results of the reference checks need to be documented along with all other search criteria.
- You may conduct reference checks at any time during the search process.
- Anybody can conduct reference checks (search committee members, supervisor, etc.). You need to be consistent as to who you conduct the checks on, such as all candidates who have been phone interviewed or all finalists.
- Make sure candidates are notified if and when you are checking their references. Also, candidates need to be notified if their current employer is being contacted. References that are not identified on a reference list by the candidate may be contacted, however, the candidate needs to be notified prior to doing so.
What is the difference between and internal and external search?
An internal search is one where only internal candidates (those currently employed at UW Oshkosh) are considered for the position. An external search considers both internal candidates and external candidates.
Can a candidate be reimbursed for traveling during the recruitment process?
Yes; candidates may be offered reimbursement for their travel expenses throughout the recruitment process, however, if offered to one, this needs to be offered to all candidates. To initiate the travel reimbursement process, call Accounts Payable at 920-424-2240.
What are the polices relating search and screen committees for limited appointments and academic staff positions? Please reference this entry in the Faculty/Staff handbook regarding search and screen information for limited and academic staff appointments.