All hiring for EHRA non-faculty employees should be done through the use of a search committee that works closely with the department’s Talent Acquisition Partner. The committee should receive a charge setting forth the expectations for the position and the search committee’s role in helping fill the position. The committee’s charge should include:
- a detailed position description with preferred and minimum qualifications
- advertising and outreach sources for the purpose of securing applicants
- selection criteria that is objective and based on the position requirements.
The beginning of the search is also a good time to review the department’s workforce composition and to identify departmental needs with respect to diversity and the furtherance of equal opportunity principles.
Equal opportunity and affirmative action laws require openly advertising University positions so that all qualified persons have the opportunity to apply.
EHRA Faculty and Non-Faculty positions automatically post to the University of North Carolina and Inside Higher Ed Careers website.
Advertisements in external sources should always include the New Equal Opportunity Employer (EEO) Statement, “The University of North Carolina at Chapel Hill is an equal opportunity employer that welcomes all to apply, including protected veterans and individuals with disabilities.”
Advertisements should include the direct job posting URL. For example, jobs.unc.edu/xxxxxxx. The xxxxxxx in the example is the recruitment ID number for the job posting.
A checklist to help Search Committees prepare for and conduct a successful search. Diversity Recruiting Sources: A resource that provides a list of universities, publications, professional organizations, job fairs and conferences that may be of assistance during the recruitment process.
This resource provides a list of universities, publications, professional organizations, job fairs and conferences that may be of assistance during the recruitment process.
The reference check form used to obtain references for job candidates. As a best practice, at least three reference checks are expected to be completed on the selected candidate prior to an offer of employment. While reference checking is not optional, the search committee may elect to use their own form.