So you want to recruit a new staff member...

The recruitment pathway at Western is designed to ensure that the best talent is recruited to our working community. A significant amount of planning and preparation is needed before a job posting is finalized for publication, and our goal is to make this a consultative and cooperative experience to help you discover the talent required for your unit. Since Western staff play a central role in providing the best student experience in Canada, your HR Consultant will partner with you as you move along the recruitment pathway: from effectively identifying the skills required by your department, to successfully recruiting talent from a highly competitive marketplace.

Outlined below are the steps along the recruitment pathway. Once you have reviewed the "Toolkit" and are ready to recruit, please complete the
Request for Hire/Reappointment Form.

(Note: To recruit faculty members, go to the Faculty Relations website.)

If you have any questions, we are here to help.

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Framework for Recruitment
A variety of policies, collective agreements and reference materials create the platform of talent acquisition at Western and are available in full text on this site. All Western leaders are encouraged to reference this material and in so doing become familiar with this important framework in our organization.

Work Design and Position Planning
Integrated HR and business planning is the foundation for assessing and understanding current and future needs of departments, divisions and the University as a whole and the talent you will need to achieve your objectives.

Writing and Updating Position Descriptions
Writing a clear and accurate position description is an important first step to recruiting the candidate best suited to your need.

Posting, Advertising & Marketing Strategies
All positions at Western must be posted on the Human Resources website for a minimum of one week. Other posting, advertising and marketing strategies can be reviewed with your HR Consultant.

You've Got Applicants
Working from the job description and the job posting, use the role requirement to guide you through the process of a resume review. Your HR Consultant can help you identify those to be called first for interviews.

Interviewing
Interviews are an important element of the recruitment process. Also, they are often our first chance to make a great impression with candidates.

Testing
Testing ensures that candidates have an opportunity to demonstrate their skills in relation to the role for which you are recruiting. It provides an additional objective basis from which to compare candidates against the requirements of the job.

Reference, Background and Credential Checking
Checking references is an important part of the recruitment process – it is a source of information you can use to confirm your impression of the candidate.

Selecting a Candidate
A well designed and executed recruitment and selection process creates the path to strong hiring decisions. Be sure to discuss your assessment with your HR Consultant before finalizing a decision. If you are feeling unsure at this point, be sure to discuss potential clarifying strategies with your HR Consultant.

Making an Offer
Once the selection committee has chosen a preferred candidate and references have been checked, it is time to extend an offer of employment.

Bringing Your New Team Member Onboard
The first days are vital to ensuring new staff feel welcome to the University and are able to develop a familiarity with the culture of the team. Orientation provides an opportunity to clarify expectations, resolve any concerns and talk about how the team works together. Consider the possibility of assigning a mentor to your new team member.