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Administrative Search and Screen

 Administrative Search and Screen Handbook

 

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To create a systematic and consistent process by which we notify the internal/external community of career opportunities available within the university, hiring departments advertise in various media (i.e.,  newspapers, trade journals, industry circulars, electronic media, etc.) depending on the type of  position. Hiring departments can elect to advertise position vacancies in media that will attract a qualified applicant pool, provided they have the budget. Advertising can be done locally, regionally, and/or nationally depending on the qualifications a position requires. Recruitment Services provides guidance and recommendations to the hiring department to ensure consistency and compliance in advertising.
 
 
 
 

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Interviewing and Selection Process

Recruitment Services provides guidance to the university community through and during the interview and selection process. The purpose of an employment interview is to ascertain who the most qualified candidate is for the position. In order to do that, the interviewer must probe for specific, job-related knowledge, skills, and abilities which each candidate brings to the position. Along with related job experience, interviewers should explore specific examples of past behavior, as it is the best predictor of future behavior.

The following guides will help hiring officials ask relevant and appropriate interview questions throughout the selection process.

 Interview Guide
 Sample Behavioral Interview Questions
 

   
Employment References
 
Reference checks must be conducted on all finalists. Effective July 1, 1991, Florida Statute 768.095 provides qualified immunity from civil liability for employers who disclose information relating to the job performance of former employees to the former employees' prospective employers. The statute reads in full:
 
768.095 Employer immunity from liability: disclosure of information regarding former employees.--An employer who discloses information about a former employee's job performance to a prospective employer of the former employee upon request of the prospective employer or of the former employee is presumed to be acting in good faith and, unless lack of good faith is shown by clear and convincing evidence, is immune from civil liability for such disclosure or its consequences. For purpose of this section, the presumption of good faith is rebutted upon a showing that the information disclosed by the former employer was knowingly false or deliberately misleading, was rendered with malicious purpose, or violated any civil right of the former employee protected under chapter 760.
 
Stated differently, an employer is presumptively immune from liability when disclosing information about the job performance of a former employee to the former employee's prospective employer if the information is requested by the former employee or the prospective employer. This good faith presumption of immunity can be rebutted by the former employee by showing that the information disclosed was knowingly false, deliberately misleading, or released with malicious purpose.

Recruitment Services requires three references for all finalists. A reference check template has been created to aide you in this process.
 
 
   
New Employee Toolkit
 
NEE is designed to give new employees the necessary tools and resources for their career journey beyond day one. We will capitalize on their enthusiasm, while emphasizing the attitudes, knowledge and skill sets essential to their success at FIU. By the end of the first day, new employees will have a clear understanding of what Florida International University is all about: our institutional vision, values, mission, as well as the benefits and opportunities associated with employment at FIU.
 
A toolkit has been created to help managers/supervisors ensure a smooth start and transition at FIU.
 
   
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