The university does not require non-student wage (part-time) positions be advertised. The departments may fill these positions without interviewing or screening applications. However, if a department chooses to conduct a formal search, the guidelines below must be followed.
Classified/Wage Recruitment Reminders and Resources
- All advertising that costs $100 or more must be approved by HR before being placed.
- For the best results utilize a variety of different sources.
- All applicants must apply in PageUp, if an applicant mails or emails application materials, please notify them of the requirement to apply through PageUp.
- All applicants must be screened using the same screening criteria by the same search committee member(s).
- The screening criteria must be clearly listed in the qualifications field of the posting.
- Be consistent throughout the screening process – use the same process and criteria for all candidates.
- You must screen all applications according to the minimum qualifications, relevant work experience, veterans’ preference, and other additional considerations established for the position.
- Veterans are to be given preference throughout the hiring process, please refer to the screening grid for how to provide preference during the screening process.
- Applicants who indicate they are applying through the Alternative Hiring Process (AHP) can receive priority consideration.
- Candidates must also be screened for preferential placement consideration via their submission of a Yellow or Blue Card as outlined in DHRM Policy 1.30, Layoff.
- Please reach out to your Recruitment Specialist for further guidance if an applicant has indicated they are applying through the AHP or if they have a Yellow or Blue Card.
- You must equally consider every application that is received in the PageUp system.
- Change the status of the posting to "closed" when you feel you have an adequate pool as long as the minimum posting requirement has been met (7 calendar days for classified and wage recruitments).
- If you have an automated close date, it may not come down before the listed date.
- There are times when you will need to re-post a position. You may do so by contacting your HR Recruitment Specialist.
- All search committee members must attend all interviews.
- Search committee members should recuse themselves from the search process if they are related to or have knowledge of a candidate that creates a conflict of interest.
- The search committee must ask the same core questions of all interviewed applicants (follow-up questions may vary to clarify information provided by the applicant).
- Questions must be job-related and based on knowledge, skills and abilities.
- All search committee members must provide notes of applicant responses to interview questions.
- All candidates selected for an interview must be interviewed before an offer is made. However, departments are not required to reschedule interviews with applicants who were unable to make the initial scheduled interview.
- Be sure not to record any interviews conducted via Zoom or by phone.
- At least three job-related references must be completed before any employment offer is made.
- For information concerning reference checks for current JMU employees or re-hired employees, please refer to the Checking References FAQs.
- You may use reference letters, but we also encourage calling references.
- Please ensure that all questions asked and recorded responses are position relevant.
- Reference checks should attempt to obtain information including, but not limited to:
- Employment dates
- Position title
- Position duties
- Beginning and ending salaries
- Training completed
- Job performance, including performance strengths and weaknesses
- Attendance including reporting to work at the scheduled time
- Whether the employer would rehire the applicant
- Verification of any required license, degree or certification
- Reason(s) for the candidates' leaving his/her current employment
- Before offering a position or proposing a salary to any employee, whether a new employee or current JMU employee, the hiring supervisor must speak with their HR Consultant.
- Starting salaries must not exceed the advertised salary range.
- Be sure to extend the offer before contacting those candidates that were not selected for the position.
- The Hiring Manager/Search Committee Chair is expected to personally notify candidates that were interviewed that they were not selected for the position in a timely manner.
- Once an offer has been accepted, the individual who created the posting will need to finalize the posting in PageUp by updating all applicant statuses and submitting the finalize a posting request form.
- This will generate an email to those candidates that were not interviewed advising them that the position has been filled.
- Reasons for non-selection of applicants must be specific and job related and for each applicant who is not selected a reason for non-selection must be noted in PageUp.
- Appropriate reasons for non-interview or non-selection may include any one or a combination of the following:
- Unsatisfactory references or relatively weak references.
- Applicant’s refusal or inability to accept work schedule, salary, duties or other job-related conditions.
- Job-related experience insufficient or not as strong as selected candidate.
- Job-related knowledge/skills/abilities insufficient or not as strong as selected candidate.
- Appropriate reasons for non-interview or non-selection may include any one or a combination of the following:
- The screening grid(s), interview notes from all committee members, and reference checks for those not hired (if conducted) must be submitted to the Human Resources Office (MSC 7009) within 14 days of the position being filled. This also includes written correspondence to and from candidates.
- Reference check forms and letters for the hired candidate for all positions should be sent to the HR Recruitment Assistant, MSC 7009.
- You do not need to submit materials that were printed from PageUp. Those materials will be stored electronically in the PageUp system for three years.
- Once an offer is accepted, please submit the ePAR to initiate the New Hire process. New hires must be cleared through the Onboard process before they may begin working.
- Human Resources will send a welcome letter to all new classified employees.
- The selected candidate will be required to complete the Onboard process prior to the hire date. As part of the onboard process the candidate must present appropriate documentation in a timely manner to comply with requirements of the Form I-9 and the E-Verify system.
- The electronic onboard form and PAR form if you are part of a grant that is still not on ePAR. These are located on the HR website.
- The PAR, PAW (if applicable) and reference checks should be sent to HR at MSC 7009.
- The screening grid(s), interviews notes from all committee members and reference check for those not hired (if conducted) and any other written correspondence to and from candidates, such as emails, thank you notes, etc. should be sent to your Recruitment Specialist at MSC 7009 within 14 days once a selection has been made.
- Policy 1301: Nepotism and Employment of Family Members
- Policy 1302: Equal Opportunity
- Policy 1313: Recruiting & Hiring for Classified and Wage (Part-time) Positions
- Policy 1320: Providing and Obtaining Employment Reference Information
- Policy 1321: Criminal History Investigation
- DHRM Hiring Policy 2.10
Human Resources
