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VII. RECRUITMENT AND SELECTION PROCESS

Before offering a position or proposing a salary to any employee, whether a new employee or current JMU employee, the hiring supervisor must consult with Human Resources.

James Madison University will recruit and hire classified and non-student wage employees in accordance with federal/state laws and statutes and university policies. Our goal is to make effective use of all available tools to attract a qualified, committed, and diverse workforce.

  • Hiring officials will have the choice to use state role titles, working titles, or a combination of both, in job announcements and media advertisements.
  • Hiring officials will have the choice to use one of six options regarding compensation statements in job announcements and media advertisements. Hiring officials may choose to advertise:
    • A specific hiring range
    • Maximum starting salary
    • Minimum starting salary
    • Full pay band salary range
    • A specific annual salary for classified positions or an hourly wage for wage positions
    • A statement such as "commensurate with experience"
    Advertised pay rates must be based on the appropriate pay bands and be within the budgeted amount for the position.
  • In recognition of the value of university employees and as a commitment to career development, hiring officials are encouraged to consider university employees when conducting a search.
  • All job opportunities will be posted on https://joblink.jmu.edu. Hard copy of job announcements will be posted weekly at the Human Resources Office.

The university will use the Commonwealth's hiring policies as guidelines for conducting recruitment and selection for classified and wage positions. Vacancy announcements will be posted in the statewide RECRUIT database and other appropriate media as deemed necessary to obtain a satisfactory applicant pool.

Factors to consider in determining advertising strategies include documented retention difficulties, market salary reference data, unusually high turnover, difficulty in securing adequate applicants from usual advertising sources, and unique skills, competencies, certifications or licensure requirements.

Supervisors should consult with Human Resources to determine the most appropriate recruitment strategies based on departmental needs and available funds.

Hiring supervisors will be expected to complete the appropriate recruitment and selection documentation, including screening criteria sheets, interview questions and responses, reference checks and salary verification. Other forms that will be required include a PAR and PAW for each new hire. Starting pay will be determined in accordance with the provisions of Section IV.

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