| Search UHR | |
What is your role at Rutgers University?
HR Toolkit
Jump To
|
Affirmative Action/Equal Employment Opportunity Guidelines for Recruitment and Selection of Administrative, Professional, or Supervisory Staff
Applicant Tracking System
Rutgers has a user friendly online Applicant Tracking System (ATS) on the University Human Resources website (see user guide) that allows departments to streamline the process by which classification requests6 and/or postings of new, vacant or encumbered positions are submitted to Human Resources. The process determines the appropriate classification and grade for all new, vacant, and encumbered staff positions through a review of the position’s duties and responsibilities. It allows departments to submit the required forms and obtain all necessary approvals electronically. Classification assistance, as well as the Classified Assistance Recruitment Form (CARF) can be found. Departments are able to monitor the progress of their requests online through the ATS.
A complete listing of Administrative, Professional, or Supervisory staff positions can be found on the Staff Job Listings webpage, where both internal and external applicants are able to apply for jobs online.
Applicants are given the opportunity on the ATS site to indicate their race and gender. While this specific information is not available to the hiring authority, the composition of the applicant pool can be summarized by the Office of Employment Equity, information that is especially useful when there is an underutilization7 of females and/or minorities in the job group/unit or department posting the position. As an added service, when a hiring authority or search committee has identified a group of candidates to be interviewed, the hiring authority can forward the list to the Office of Employment Equity for analysis. If no women or minority candidates have been identified for interview, the Office of Employment Equity staff and the hiring authority can discuss how the qualifications of the candidates to be interviewed exceed those of the female and/or minority candidates and assess what steps may be needed to increase the number of female and/or minority interviewees.
If a department wants to place additional advertising either in print or through the internet in order to reach minorities, women, people with disabilities or other protected categories, the department can contact University Human Resources for assistance with the posting and information on the advertising agency contracted by UHR. In Camden, classified advertising is placed by the hiring authority. Media selected should reach a representative constituency within the relevant recruitment area. However, since the UHR online job listing is easily reached by a large portion of the applicant pool, it is not required that any hiring authority place advertisements with outside media. If there is underutilization of females and/or minorities, or if the hiring authority wishes to target minorities and/or women, there may be a specific media targeted at these groups for the type of position available. The Office of Employment Equity maintains a listing of some such sources.
If more than one position is listed in a single advertisement, each should be numbered or otherwise identified and applicants requested to specify the position for which they are applying. In this way, the appropriate applicant pool for each position can be identified for purposes of collecting accurate applicant flow data. All applications should come through the UHR job posting site.
If the hiring authority wants to change the job title, job description, or salary range of a posted position after announcement, the position must be reviewed by University Human Resources for approval and then re-announced because the new conditions may attract a different applicant pool.
If an applicant is hired and his or her employment with Rutgers terminates within three months, and the original search was broad and resulted in a representative applicant pool, the same pool of candidates may be used for selecting a replacement. After three months, a new search should be undertaken, although qualified applicants from the original applicant pool can be reconsidered.
Positions are posted on the ATS for a minimum of 7 days (5 business days). Positions will be removed from the internet job site once the position is filled.
Additional Sections
- Introduction
- Ensuring a Broad Applicant Pool
- Recruitment Requirements
- Positon Description
- Internal/External Candidates
- Applicant Tracking System
- Recruiting for Positions with a Health Hazard
- Search Committees
- Interviewing
- Selection
- Accommodations
- Record Maintenance
- The Disabled and Covered Veterans
- Employment Eligibility Verification Form (I-9)
- EEO/AA Guidelines to Staffing Externally Funded Projects
- Attachments
| Resources To Help You | |
| Office of Employment Equity - Contacts | 732-932-3020, ext. 4030 |
| Office of Employment Equity - Services | |
| EEO/AA Laws and Regulations | |
| Hiring Managers | |
| Hiring Toolkit | |
| Job Applicants and the ADA | |
| Search Firm Guidelines | |
6 A classification review should be requested whenever a new position is created or the functions of an existing position have significantly changed and the department requests a re-evaluation of the position’s current grade or range. See “Classification Review Process” for further information
7 Underutilization is defined as having minority/female populations within a particular job group that are not within 80 percent of the available qualified populations in the applicable recruitment area and the shortfall is at least one person.
