Recruitment, Selection and Appointment (Staff)
For interpretation of this policy, please contact Julio Arevalo, Director, Talent Acquisition and Student Employment, (909) 537-4315
Policy
California State University, San Bernardino places a high degree of emphasis on the recruitment and selection of staff.
While the most immediate labor market is comprised of the City of San Bernardino, applicants are drawn from other locales within San Bernardino and Riverside counties, as well as other counties such as Orange and Los Angeles. Applicants may come from other areas of the state and the nation, depending upon the level of the vacancy and the skill, knowledge and ability necessary to perform the required duties.
It is the policy of the University to conduct an open competitive recruitment for represented position(s) vacancies in accordance with their respective collective bargaining agreements. The University, in accordance with the Equal Employment Opportunity Commission (EEOC), is an equal opportunity employer. Qualified applicants are considered for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, covered veteran’s status or any other protected status.
Due to the changing nature of specific laws, regulations, guidelines and contractual agreements, Employment Services in the Human Resources Division is responsible for the coordination and administration of all recruitment activities for staff and management positions.
Colleges and departments should maintain an ongoing relationship with the classification and compensation professional staff in the identification and development of position description requirements. All position descriptions are to be carefully evaluated at the time a vacancy occurs so that an effective recruitment may be conducted to obtain the required skills necessary to perform the duties assigned to a particular position.
The focus for all recruitment activity is the posting process, which takes place as vacancies occur or new positions are created. The posting process includes an official announcement of the vacancy along with all relevant information, such as qualifications, responsibilities, and other requirements necessary for the role per the approved position description.
CSUSB conducts all recruitment activities in accordance with local, state, federal laws, appropriate collective bargaining agreements and CSUSB policies and regulations.
Procedures
Recruitment Requisition
A completed, approved and executed position description via CSU Recruit powered by PageUp initiates the recruitment process for vacant positions to be filled. Position Descriptions are submitted by either the hiring manager or designee. Approval shall include the Department Head, Employment Services, Classification/Compensation, Budget Office, appropriate Vice President or Vice President designee and, if required, Cabinet. The position description specifically describes the duties, tasks, essential job functions to be performed, and specialized skills required. Position Descriptions are submitted electronically via CSU Recruit powered by PageUp to validate the appropriateness of the position and provide recommended salary details, if needed. Sufficient lead time should be allowed for the classification review process to be completed. A search will not be conducted without an approved position description. The College or department is responsible for securing budget approval prior to the start of the recruitment process. Once the position description receives final approval, Talent Acquisition will develop the job announcement for posting and the recruitment plan in consultation with the hiring manager.
Posting Process
All represented positions will be posted in accordance with collective bargaining agreements for a prescribed minimum number of days. Positions may be posted for longer periods if necessary. Employment Services sends out posting announcements to a broad list of sourcing channels.
Sourcing channels, no cost to the department:
- Indeed.com
- Southern-ca-h.hercjobs.org
- WomenandHigherEd.com
- DiverseEducation.com
- HispanicsinHigherEd.com
- NativeAmericansinHigherEd.com
- BlacksinHigherEd.com
- Chronicle.com
- CareersinGovernment.com
- Africanamericanjobnetwork.com
- Asianjobnetwork.com
- Disabilityjobnetwork.com
- Latinojobnetwork.com
- Lgbtjobnetwork.com
- Retirementjobsnetwork.com
- Veteranjobnetwork.net
- Womensjobnetwork.com
- Findacaliforniajob.com
All application materials submitted by applicants in response to posted positions must be received via CSU Recruit powered by PageUp (Applicant Tracking Software) as specified in the posting. Employment Services will maintain recruitment files for posted positions in accordance with the CSU retention policy. Employment Services will provide search committees with recruitment materials, including applications and relevant documents for the selection process.
Advertising
Additional means of recruitment beyond the posting process may be required in some situations. The budget for position advertising is allocated by the hiring department, which will coordinate with Employment Services recommendations to place all advertisements. The selection of advertisement sources will be limited to the department’s availability of funds.
Selection
The job seeker flow for each recruitment process will be monitored during the posting process by Employment Services. If the job seeker response is below the level of quantity and/or quality, the department will be contacted so that adjustments can be made to the recruitment process in order to stimulate a better response. Upon request, the Talent Acquisition Partner may also provide the Hiring Administrator with a diversity report for their respective job during the completion of the pre-screening process, the report will provide data which highlights initiatives to promote diversity, equity, and Inclusion (DEI); DEI discussions must be had at the beginning of the recruitment process. It is the responsibility of Employment Services to produce and distribute job announcements.
Travel expenses for applicants invited to the campus for interviews will be paid by the hiring department or the candidate. These expenses include, airfare, lodging, meals, and incidentals and should follow the non-employee travel reimbursement process.
Recruitment interviews are conducted by hiring managers and selected search committee members who are required to complete diversity and inclusion training. Search committees are required to complete an interview rating sheet for each candidate who is interviewed. Once the interview process is complete, a hiring recommendation is submitted to Talent Acquisition. The Talent Acquisition Partner will create the offer card via CSU Recruit. Once the offer card is approved, the Talent Acquisition Partner will extend the job offer and initiate the background check process in accordance with the CSU Background Check Policy.