Hiring high-performing employees in a competitive market is challenging enough. Complicated employment laws, various university policies and campus specific practices and procedures can make that challenge even more daunting. The following information is intended to provide both new and experienced hiring managers relevant information at their fingertips to assist with this critical responsibility. Detailed policies and procedures are located under the Employment functional tab above.
There are endless numbers of articles on tips related to making quality hire decisions. Most will focus on the candidate’s competency, character, potential, and fit. Some pitfalls in the selection process that can derail you from ascertaining the best candidate would be focusing too much attention to the applicants’ past experience (assuming that will lead to a high-quality hire), not being adequately prepared with ideal questions tailored for your specific position, using second interviews for more of the same questions but with a different audience, and allowing biases to rule the decision making process. Approximately 15% of all hires result in termination within the first six months of hire. To minimize this costly mistake, try following these steps:
PeopleAdmin Overview/Training Resource
If you continue to have questions, please contact your employment consultant:
At this stage you should have an accepted offer for your position. Congratulations but the easy part if finished. Now let’s get your next superstar hired and off to a good start. If you are not experienced with the hiring process, try these tips.
A general rule is that any current employee of IU will not require a background check and external hires will. Click on Background check procedures for detailed information on complying with IU policies.
This step can be initiated at any time following acceptance of a formal offer of employment but should not be initiated until a start date has been identified. For federal compliance the start date in HRMS and the first day worked on the I-9 should be the same date. The hire eDoc triggers several things such as email account set up, benefit enrollment access and ability to get your employee access to required systems to be productive on day one. Do not wait until the first day of employment to process the eDoc. HRA will wait to approve the eDoc though until the criminal history background check has been completed.
In requirements with federal employment, eligibility is both mandatory and difficult to manage. Access the Employment Eligibility Verificationpage for detailed information on complying with federal and IU
New employees will more than likely need access to multiple systems to perform their job. https://one.iu.edu/ can be accessed for creating their first account and for managing access to required accounts.
