Frequently Asked Questions
Below, we have answered some of the most frequently asked questions about recruiting and hiring:
- When is a new position posted to the HR Web Site?
- What happens to my job once it is posted?
- Where do the resumes come from?
- How do we get more people to apply?
- Why should I advertise my open position(s)?
- What resources are available to help me advertise my position(s)?
- How can I increase the applicant pool?
- How can I attract diverse candidates to apply to my position?
When is a new position posted to the HR Web Site?
Once a position completes an approval process set up the college/division with the HR Rep as the final required approval, the status of the position is set to approved and the posting information feeds to the Recruiter Module. The feeds take place at 12 PM and 4 AM each day. Once the posting appears in the Recruiter Module, the HR Rep adds any job specific questions and submits the job so that the posting appears on the Careers@Carnegie Mellon website
What happens to my job once it is posted?
Once a job is posted applicants view the opportunity at http://hr.web.cmu.edu/prospective/ and apply directly to jobs of interest by submitting an application and up-loading a resume and cover letter.
The hiring manager may also choose to market his/her position to other recruiting advertising. Contact your HR Representative or Staffing Services Recruiter to develop a recruiting plan.
Where do the resumes come from?
Resumes come from internal as well as external applicants who apply on-line at Careers@Carnegie Mellon. Human Resources no longer accepts resumes via the US Postal Service or email. Applicants are directed to apply on-line.
The more recruiting resources used to advertise the open position, the greater the number of resumes received.
How do we get more people to apply?
Develop a clear, concise and compelling job description. Clearly state job requirements that allow candidates to quickly determine if they are qualified or interested in the position. Provide easy-to-read, well-organized concrete descriptions of responsibilities and actual tasks. Emphasize the benefits and attractions of the job and organization.
Contact your HR Representative or Staffing Services Recruiter to establish a recruiting plan to effectively advertise and promote the open position. He/she will work with you to define the job requirements, identify web/print/media advertising to manage your budget and make informed recruitment decisions, and implement additional recruiting techniques like resume mining.
Why should I advertise my open position(s)?
To create awareness of opportunities at our organization among qualified candidates. Advertising gives you greater reach and exposure. By developing a well crafted position description and then advertising at the appropriate recruitment sites or media, many more resumes can be generated. The additional resumes will increase the chances of receiving better qualified and diverse applicants.
What resources are available to help me advertise my position(s)?
Human Resources has developed a partnership with Graystone Advertising to provide value-added advertising services, with no add-on fees. Your HR Rep or Staffing Services Recruiter will work with you and Graystone to develop professional, impactful designs that optimize space, reduce placement costs, and command attention. We will also identify the best and most effective media vehicles, negotiate the best rates, and apply all available discounts. On-time ad placement and confirmation for each media expedites hiring.
In addition, HR has secured subscriptions with several broad-based employment search vehicles, as well as academic sites such the Chronicle of Higher Education, Inside Higher Ed and Higher Ed Jobs.com.
The Staffing Services recruiting staff and/or your assigned HR Representative can assist you with any advertising questions or needs.
How can I increase the applicant pool?
A well composed position description advertised or networked in the appropriate web or media, along with resume mining efforts will always increase an applicant pool. Networking is also an effective method. Talk with other employees, universities, colleagues, professional organizations and community leaders. Notify other universities with large numbers of graduates in your field. Attend industry job fairs and local professional organizations.
How can I attract diverse candidates to apply to my position?
Networking is by far the most effective way to increase an applicant pool with diverse candidates. Talk with other employees, universities, colleagues, professional organizations and community leaders. Notify other universities with large numbers of graduates in your field. Attend industry job fairs and local professional organizations.
Several of the print and internet options available through Human Resources target minority candidates. Contact your HR Rep or the Staffing Services Recruiter to discuss.