This phase involves identifying the responsibilities and qualifications from the job description and getting the job posted for candidates to apply.

By now, you have determined the need to recruit for a position on your team. The first step in the recruitment process is to review the job description, to determine the key knowledge, skills, abilities, and other core competencies that you need for this position and for your team. The job description and screening criteria are your guideposts throughout the selection process.

Step 1: Determine the Main Responsibilities and Qualifications

It is important to consider the following points early on when creating or updating the job description and selection criteria to avoid any bias during the process:

What is the mission of the position?

• What is the purpose - why does this job exist?
• What are the position’s top priorities? Now and in the future?
• How does the work contribute to the department and the college?
• How is diversity related to the work of the position?

What skills and/or qualities would allow a person to do this work well?

• What is essential?
• What is also good to have?
• What else would be helpful that might address other unmet needs?
• What can you train them on?

Step 2: Develop Screening Criteria

What are the core competencies needed for this position? What are some challenges that have impeded previous incumbents?

Use a matrix to develop consistent screening criteria for knowledge, skills and abilities. Be sure to also review and include CCA core competencies. For each category, specify what is the Minimum Requirement, Preferred or Highly Desired, and Characteristics of a weaker person in the job. Make a copy and complete the matrix.

When developing or updating a position title, be sure to consult with HR to ensure consistency and equity within CCA. Be mindful of clarity, so that those external to CCA can easily understand the position.

Use this job description template to create your job description. Reach out to your HR Leads for a version in Google Docs for editing.

Once the job description is complete, you will follow steps in Workday to open the position for posting. Refer to Workday Learning course for how to steps on creating a Job Requisitions.

Step 3: Building your candidate pool

CCA’s goal with candidate sourcing is to build a diverse and well-qualified pool. Candidates are sourced internally and externally. Consider where you may find your talent pool. Is this an entry level position? Does the position require certification that is attained from a specific entity?

Internal Sourcing

• Consider existing staff with tenure and strong performance
• Please note that all positions must be posted internally for a minimum of 7 days prior to extending an offer
• Ask HR to highlight the job in the HR newsletter to all staff

External Sourcing

• Jobs are posted on the CCA website and are also automatically posted on Indeed, AICCU, Linkedin and HigherEdJobs at no charge to the department. Reach out to HR for other recommended paid postings.
• Please note: Indeed, ZipRecruiter, and other job boards may “scrub” the jobs so that they appear on their sites. While this can help amplify your posting, we don't have control over these postings and they do not receive consistent and/or priority placement. If you notice you job posted somewhere and you would like to have it removed, please let your HR Lead know.
• To help build a diverse candidate pool, consider posting in some of the below are some recommendations:

Diversityjobs.com = $295/ 30 Days

Black Career Women's Network = Free

NAAAP Career Center = $149/ 30 Days

People of Color in Tech = $199/ 30 Days

MilitaryJob.com = $125 / 120 Days

DisabledPerson.com = $50 / 30 Days

HispanicDiversity.com = $220 / 60 Days

InsightintoDiversity.com = $399 / 60 Days

MPNDiversityJobs.com = $125 / 30 Days

Leveraging your networks is one of the most effective ways to help build the pool! Take these 3 simple steps:

1. Share a link to the job postings/application and a message on your LinkedIn feed and other social media channels.
2. Encourage others on your team to do the same. Share your sample message with them to make it quick and easy for them to get the word out.
3. Think about your network: Who would be a good fit for the job? Who might know someone who would be a good fit? Send them an email with the details.