Recruitment & selection

Use HR Service Teams to recruit student employees.

Create a Service Now ticket for your Handshake job posting.

All student job postings are now through a centralized process using the Service Now system, approved by your Service Delivery Team’s Talent Acquisition Specialist, and posted to Handshake on your behalf.

To initiate the updated job posting process:

• Go to Service Now
• Select ‘Request Service’
• Select ‘HR Talent Management’ from the left-hand side menu options
• Select ‘Post & fill a Student Position’
  • Complete request form with as much information as possible to expedite the process (feel free to use information/content from your past Handshake postings for jobs you are rehiring for this year)

If you are in need of support with the Service Now student job posting process, please reach out to your Service Delivery Team.

The HR Service Delivery Teams are here to provide efficient and effective service for our faculty and staff. Our Service Team offerings are listed on the Service Delivery Team website.

Selection committee recommendations

Designate a selection committee to review your applications using a standardized scoring tool (such as this one).

It is recommended that hiring committees consist of more than one person, include a representative sample of members who will be working with or supporting the role being hired for, and include another student employee. Consistency is encouraged in hiring committees so that each applicant has a review that can be compared to other applicants, equally. Recommended hiring committees might include:

• Full-time hiring supervisor and a Student Employee (who attends all interviews).
• Full-time hiring supervisor, a Student Lead or Student Supervisor (who attends all interviews), and a rotating Student Employee, as availability permits.

If you are in need of support with the Service Now student job posting process, please reach out to your Service Delivery Team.

Select interview questions based on job duties

The Interview Questions Bank provided by Student Employment at NAU is designed to provide meaningful behavioral interview questions, grouped by transferable skill, so you’ll know whether or not your student employees have the skills to do the job before you hire them. Plan the interview questions you will be asking with the key skills, words, and experiences you are seeking from the candidate. A sample of this process, using the Interview Questions Bank for the Career Jack peer mentor position is shared here.

Interview applicants

Interviewing in person, on the phone, or via Skype are all best practices, but be sure you are consistent in your interviewing process and medium. It may be necessary, especially if over summer or if interviewing incoming freshman, to combine interviewing mediums to interview your qualified applicants. In cases such as these, be sure to be as consistent as possible (i.e. conduct a Skype interview instead of a phone interview for your remote applicant if most others have been in person). All committee members should have a typed final copy of the interview questions and be familiar with them in advance. This will keep you on track for follow-up questions, if needed. Keep in mind that there are some illegal questions when interviewing.

Score your applicants’ interview responses

Ensure questions asked of applicants remain the same for all applicants in the interviewing process. Take notes from the interview and be aware the notes are discover-able based on legal action. It is recommended to document applicant’s responses clearly and accurately. Rate the applicants’ responses for each questions using a 1-3 scoring scale like the one below.

Interview response rating scale

1. Tell us about a time you took initiative to do something that needed to be done, even though it wasn’t your responsibility.

(Response was not sufficient) 1 2 3 (Excellent Response)

If you are in need of support with the Service Now student job posting process, please reach out to your Service Delivery Team.

Complete reference checks even when you are required to request a background check

Based on your interview rankings and fit, determine which applicants are your desired candidates. Prior to make a job offer, we recommend conducting a reference check on each selected candidate using the Reference Check Form provided by Student Employment at NAU. Reference checking assists you in determining an applicant’s suitability for the position and allows you to speak with reference provided to discuss performance related to the position for which the applicant is being considered. After conducting reference checks, use the Sample Emails to Applicants to make your offer of employment.

If you are in need of support with the Service Now student job posting process, please reach out to your Service Delivery Team.

Work with your HR Service Delivery Team on finalizing your position hiring process

The final step in the recruitment and selection process is review your applicant messaging templates and indicate all applicants in your pool as either hired or declined in Handshake. (NOTE: this does not initiate a HireXpress packet or ePAR which is the next step in onboarding.) This action closes the loop for students who are waiting to hear back about their application status.  In the event that your hiring process requires an “alternates” pool, leave those applicants you’ve designated as alternates with a status of “Reviewed” until the end of the hiring semester/academic year.

This step is critical because the Student Employment Program and the Equity and Access Office utilize these data for annual AA/EEO Reporting requirements.

If you are in need of support with the Service Now student job posting process, please reach out to your Service Delivery Team.