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• Employment Resources
• Hiring Process
  • Talent Management System
  • Posting the Vacancy
  • Recruiting
  • Reviewing & Interviewing
  • Reference & Background Checks
  • Extending an Offer
  • Processing Appointments - HREM
  • New Employee Forms/Policies
  • Hiring Minors
  • Hiring Interns and Externs
  • Equal Opportunity Employment
  • Frequently Asked Questions
  • Hiring Forms and Information
• Orienting New Staff
• Employee Relations Issues
• Partnering for Performance
• HR Managers

Hiring Process

The hiring process at Carnegie Mellon University ensures that departments hire the best people for their needs in a timely manner. It also ensures that we meet all local, state and federal laws and regulations that govern employment, and shields managers and the university from litigation risks.

The basic steps in the hiring process are:

• Use TMS to update or create the position.
• Create a job posting and have it posted on Careers@CarnegieMellon
• Collect applicant credentials and select interview candidates
• Interview candidates and document the interviews
• Check employment references and perform background or driving history checks, if required
• Extend an offer of employment
• Process the appointment in HREM

There are some special circumstances to note when hiring minors, interns and externs. While additional recruiting avenues are not required, we strongly encourage you to expand your applicant pool by using a multi-faceted recruiting approach. See the Employment Resources pages of this section to see how Staffing Services can assist you in all aspects of your search – from developing the position description to recruiting candidates to making competitive offers.

Commitment to Diversity

A message from Jared L. Cohon, President, Carnegie Mellon

Carnegie Mellon University remains committed to the principles set forth in our Equal Employment Opportunity and Affirmative Action Policy. As an institution, we guarantee that employment decisions are made using hiring practices consistent with government regulations and the university’s pledge to assure diversity.

We will continue to promote affirmative action so that all members of our university community-regardless of race, gender, sexual orientation, disability or other factors-have the opportunity to develop their capabilities and achieve their goals.

Supervisors are key agents in the application of these principles. In all phases of the employment process, you must consider the goals of affirmative action and equal employment opportunity. Your understanding and implementation of the university’s policy are critical to ensuring that we honor our commitment to diversity and non-discrimination. I thank you for your attention to this and your efforts on the university’s behalf.

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For more information:

• Commitment to Diversity
• Diversity Resource Guide
• Strategic Staffing Guide (.pdf)

© Carnegie Mellon Human Resources 2004