A search committee is required for all Executive/Administrative/Managerial and regular Faculty positions and optional for Other Professional positions.

All searches should be in accordance with University Policy OP 01.09, Principles of University Governance.

HRM and the Office of Diversity and Equity Programs are available to assist in the search process and conduct training for the search committee or department.

Search and screening committees are not required for Support Staff positions. It is recommended that more than one person take part in the interview process.

Employment Standards

• Minimum qualifications are established for all positions at MSU and are considered necessary for successful job performance.
• In addition, preferred relevant qualifications may be used.

Any applicant who meets the stated minimum qualifications should be deemed as qualified for further consideration.

• Executive/Administrative/Managerial and Faculty – Search committee is responsible for screening applicants for minimum qualifications.
• Professional (non-faculty) positions – Search committee or hiring department is responsible for screening applicants for minimum qualifications.
• Support Staff positions - HRM is responsible for screening applicants for minimum qualifications.

The structured interview provides the most successful format for collecting information from which informed and fair employment decisions can be made. The structured interview is a set of standard questions that are asked of all candidates and makes it easier to evaluate and compare candidates fairly.

Departments are encouraged to acquire information about a candidate's work experience, education, training, and knowledge that are related to the specific position. Inquiries should be job-related and directed equally and consistently to all candidates for the position.

Resources

• Sample Interview Questions
• Interview Questions to Avoid

Employment decisions are among the most important we make, and they go a long way toward determining how efficiently and effectively the university functions at all levels. Everyone involved in the hiring process is responsible for helping to ensure that we exercise proper diligence at every step.

Search committees and all administrators responsible for reviewing and approving hiring recommendations should be particularly mindful of the need to conduct appropriate and thorough reference checks of any recommended job candidate. This should include, at a minimum, whenever possible, direct contact with the immediate supervisor of the recommended candidate in his or her previous place of employment. For many executive, administrative, and professional positions, contacting the next higher level of supervisor is also advisable.

Documentation that such reference contacts have been made and a summary of relevant findings related to reference checks of candidates should be maintained according to University Policy, HRM 60-109, Records Management and Security.

Form

• Reference Check Form

Salary offers should made in accordance with the policy and procedures found on the Compensation page of the HRM website.

A written offer letter should be prepared by the department and submitted through the appropriate channels up to the final administrative authority for approval prior to extending an offer. Please see Posting Procedures or the Forms page for links to letter of offer templates.

If the applicant selected for the position needs assistance with work authorization, contact your HRM Generalist.

After an offer of employment has been accepted, the hiring department is encouraged to send a letter to applicants not selected to inform them that the search has been concluded and to extend thanks for applying.

Form

• Sample Non-selection Letter

After the completion of the hiring process, the department is responsible for retaining all job search documents (including any notes related to the search) in accordance with University Policy, HRM 60-109, Records Management and Security.