If you are seeing this message then your browser does not support CSS. This site is designed entirely with CSS. We recommend that you upgrade your browser.

Krannert Internal Hiring Process for Regular Staff Positions

Prior to Posting and Recruiting:

If you want to create a new position:

1. Create justification for the creation of the new position and review with Logan, on behalf of the Dean.  This should include a short description of essential duties, why the position is necessary, and funding source. 
2. If approved, create a job description using the template found in the Manager Resources section of Purdue’s HR homepage.
3. Laurie Smit can assist you in creating this as well as your development of a recruiting strategy.  She can also work with HR Compensation for the determination of job family, level, and pay range. 
4. Work with your Point of Contact person in our Business office to create the new position.  

If you want to refill a vacant or existing position:

1. Create justification for filling the open position and review with Logan on behalf of the Dean.  This should include a short description of why the position is necessary and funding source.
2. If you are revising the current job description prior to posting, Laurie Smit assist can you in creating this as well as having it submitted to HR Compensation to determine if any change is needed in its current job family, level, and pay range.   

 

Posting and Recruiting:

You will create need to create the Requisition to post your position on the HR website.   Contact Connie Reckowsky to assist or follow the SuccessFactors QRC for Recruiting.  The most up-to-date versions of all QRC’s can be found in the Manager Resource section of Purdue’s HR homepage.

While building the requisition, there is a section called “Recruiting Roles”.  Below are the appropriate individuals to be entered for Krannert.  They will then be able to access and view this requisition. 

 

1. Initiator -   Your name
2. Recruiter – Richard (Ricky) Stevens
3. Recruiting Coordinator –  Your main support person
4. Search Committee Team – Laurie Brose, Connie Reckowsky and Michelle Gentry.   The purpose of adding these three is to provide them with access to the requisition for administration - they will not actually serve on your search committee.  You can designate Individuals on your interview team, if applicable
5. Budget Approver – Adam Wilson

 

Once your position has moved through the necessary approval points within the system, you will be contacted by Ricky, our Recruiter, to finalize your requisition to post.

Throughout the recruiting, interviewing, and selection of your new employee, reference materials are readily available in the Manager Resources section of Purdue’s HR homepage.

Ready to Hire

1. When you choose your final candidate but before extending an offer, Email Logan Jordan with the following information:
   1. References
   2. The proposed salary guidance and any effect to equity from Laurie Smit
   3. The proposed start date guidance from Connie Reckowsky
   4. Resume’ of proposed hire
2. Once approved, you may contact the candidate and make verbal offer.  Any salary negotiations, outside of the pre-approved range, must be reviewed by the Dean’s officeLaurie Smit before committing. 
3. The start date should be at least two weeks out.  If an accelerated process is needed, work with Connie to determine what is possible.
4. Once verbal offer is accepted, email Recruiter Ricky Stevens with the requisition number, the name of individual, rate of pay, and start date.  Ricky will initiate formal offer letter to candidate, and once accepted, will initiate the On-boarding of your new hire.
5. Forward the signed offer letter from Ricky to your Point of Contact in the business office, the EOBOC, and Connie Reckowsky. 

This will complete the "Recruitment" phase and initiate the On-Boarding of your new employee.