BGSU Hiring Guidelines & Toolkits

  • Review the job duties to validate they are written for the needs of the department.  For a copy of the most recent Job Analysis Questionnaire, please contact the compensation Analyst.  For validation of the classification, contact the Employment/Employee Relations Specialist.   
  • Obtain the position number and pay grade for the position through the employment area of Human Resources.
  • Validate if a search committee is required for the position to be posted.  Classified positions with a grade 28 or higher and Administrative positions with a grade 358 or higher require search committees.
  • All search committees are to be made up of 3 or more members (should be odd number of members) and must consist of diverse members. This diversity can be reflected through underrepresented groups and must include gender, racial and ethnic minorities. Diverse representation ensures that different perspectives are considered. 
  • You may also appoint representatives from outside the hiring unit to serve on the search committee to satisfy this requirement.
  • It is important for search committee members to take the online training. The training can be found at the Search Committee Orientation Page (Training videos are not compatible with Internet Explorer - please use either Google Chrome or Mozilla Firefox).  This training should be taken annually if the members is serving on a committee.
  • It is our objective to treat everyone in an equitable and fair manner. Consistency in the treatment of applicants ensures equal employment opportunity for all.
  • HR reviews the recruitment outlets / publications to ensure that the University casts as broad of a net as possible. This allows news of our job openings to receive a wide distribution.
  • For Administrative Staff positions, there are rare circumstances in which a position can be posted internal only.  To request authorization, please complete the Administrative Staff Internal Posting Only Form and submit it to the Office of Human Resources for consideration.
  • When ads refer to "experience" it is referring to professional non-student employment experience.
  • Experience as a Graduate Assistant does not count as professional experience.
  • Experience as an Undergraduate or Graduate Intern does not count as professional experience.
  • The minimum experience requirement stipulated in the JAQ and ad assumes that the experience is professional unless it (the JAQ) explicitly indicates that the experience can be student-based.  
  • With regards to supervisory experience, supervision of student positions and professional positions all count equally.
  • It is important for search committees to treat internal applicants exactly the same as all other applicants.
  • All applicants are to be extended the same standard. This is to ensure a fair and equitable opportunity for all candidates.
  • Internal applicants should be sent the same correspondence, require the same application materials, undergo the same credential review, follow the same process in the interview, and be given the same deliberate attention to their references.
  • It is very important that every applicant have the same kinds of privileges and opportunities throughout this process.
  • For Administrative Staff positions, there are rare circumstances in which a position can be posted internal only.  To request authorization, please complete the Administrative Staff Internal Posting Only Form.
  • For Classified Staff positions, please note that internal applicants applying during the internal only posting period are required to be offered an in-person interview if they meet the minimum requirements of the position posted.
  • OFCCP Internal Applicant Record Keeping Rule
  • HR will review the open position request to make sure the language used promotes open and broad-based searches to help us achieve the most diverse applicant pool.
  • All minimum requirements used to post a position need to be measurable to allow for consistent consideration of applicants.
  • Every open position request must have a close date.
  • Applicant resumes are permitted to be reviewed throughout the posting period, however applicants should not be contacted at this time.
  • Any pre-screening or telephone interviews can be conducted by the search committee prior to HR involvement but after the posting deadline.
  • Skype or other online interviewing is not permitted at the pre-screening stage, unless prior permission is granted by OHR in limited specific situations.
  • BGSU Students are eligible to apply for Staff positions.
  • The written rationale for bringing each candidate to campus must be uploaded into HireTouch to support the Request to Interview. All candidates must meet the minimum requirements.
  • HR works to ensure that qualified underrepresented applicants are given full and fair consideration.
  • The use of Skype or other online tools should not be used without special approval from HR.
  • A Hiring Rationale Memorandum must be written to support the hiring of the selected candidate.  This must outline strengths and weaknesses of all candidates that completed on campus interviews.
  • The Applicant Selection Form must also be completed in the HireTouch to begin the approval process.
  • HR verifies that the person offered the job was actually an applicant, meets the minimum qualifications as posted, and is represented on the Request to Interview.
  • HR confirms an appropriate rationale indicating why this candidate was selected over the other interviewed candidates.
  • Once the Applicant Selection Form has been approved by all required areas, the background check is started.
  • Offers should not be made until the background check is complete and approved.
  • Classified Staff positions offers are made by the Office of Human Resources.
  • Administrative Staff position offers are made by the Hiring Manager.
  • If a position offer is declined, or the area has a vacancy with the exact same job and requirements, the candidate pool may be used for 90 days from the date the position was closed.  In the latter case, it should be discussed with OHR Employment for further direction.