FAQ

Background Checks

  • All positions require a Standard Enhanced Criminal Background Screening which consists of Federal Criminal Record Search, State Criminal Record Search, National Criminal Search, Sexual Predator Search, National SS# Trace/Verification, and Criminal County Search. Additional background screenings are available based on the job responsibilities.

  • The overall background screening process will vary based on types of screenings and information provided by the candidate. Most background screening results are received within 3-5 business days after the candidate completes the background consent forms.

  • No, all background check information is confidential and not shared.
  • Yes, a background check must be performed on any existing employee being transferred, reassigned, reclassified, or promoted to a new position, unless the employee has had a background investigation within the past year.
  • There are many reasons why there are delays in the background screening process, such as untimely receipt of the candidate background documents, international background verification, discrepancies in the information the candidate provided and manual searches.

Intake Meetings

  • Developing effective interview questions is the key to a successful employment interview. Interview questions should be based on the requirements, skills, and competencies necessary to perform the job. Work with your Talent Acquisition Specialist during the recruiting intake to identify key competencies for the position. Using the key competencies, your Talent Acquisition Specialist can assist with developing behavioral questions. Behavioral interviewing questions are designed to gain insight into an applicant's qualities and characteristics, as evidenced by past behaviors.

  • When the hiring manager initiates and submits the job opening, the approval chain will automatically commence. For a standard refill, the approvers are TAM Coordinator, Business Manager, Budget, and Recruiter. For a new position, the approval chain is TAM Coordinator, Class and Comp, one-up from hiring manager, Business Manager, Budget, and Recruiter.

  • Once you have determined that you have an opening, discuss your departmental needs with your HRBP and contact your Talent Acquisition Specialist to set up an intake meeting.

Recruiting

  • Yes. During your recruitment intake meeting, you should review job advertising options with your Talent Acquisition Specialist. A job may be posted on the KSU Career site, Higher Ed Jobs, LinkedIn, and Diversity Education depending on availability. Other specialty and major job boards are available to post positions depending on the hiring department funding.

  • Yes, your Talent Acquisition Specialists will work with you to guide you through the external job posting process.

  • Meet with your Talent Acquisition Specialist to discuss a diverse sourcing strategy. Your Talent Specialist will identify diverse recruiting sources such as diversity job board, networking groups, and professional organizations to advertise your job opening.

Creating Requisitions

  • Yes, please click here to review the recorded Careers training session. Contact your Talent Acquisition Specialist if you require further assistance.

  • The Talent Acquisition Specialist will review the job description, basic requirements, and pre-screening questions to determine if an applicant meets the basic qualifications for a position. No additional criteria are used beyond what’s provided when setting up the job posting.

  • No, not at this time.
  • When the hiring manager initiates and submits the job opening, the approval chain will automatically commence. For a standard refill, the approvers are TAM Coordinator, Business Manager, Budget, and Recruiter. For a new position, the approval chain is TAM Coordinator, Class and Comp, one-up from hiring manager, Business Manager, Budget, and Recruiter.

    Once fully approved, the position will be posted. 

Reviewing Resumes

  • The Talent Acquisition Specialist reviews the applicant's resume, application and responses to the pre-screening questions to determine if a candidate meets the basic qualifications for a position.

  • The Talent Acquisition Specialist moves applicants forward in the process if they meet the basic qualifications outlined in the job description. Hiring Managers may only request to see applicants who meet preferred qualifications. The resume review process should be discussed during the recruitment consultation with the Talent Acquisition Specialist.

  • The Hiring Manager should use preferred qualifications and review applicant's pre-screening responses.

The Offer

  • After the Talent Acquisition Specialist receives the offer details, they will generate the offer letter within 24 to 48 hours. All salary exceptions will be sent to the KSU Compensation team for review and approval before an offer is made.

Hiring and Onboarding

  • In the event that the candidate clears their background check sooner than anticipated, the HR generalist can facilitate a conversation between the manager and candidate to coordinate a new start date.

 

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