At this point, interviews will have been conducted, reference checks must have been completed, and the committee and/or hiring authority has identified the top candidate(s) and is prepared to make its recommendation. The administrator must receive the following final approvals prior to making a verbal or written offer to the desired candidate. These final approvals must be secured as follows: (1) first from the department chairperson/unit head, (2) next from the dean/supervising administrator, and (3) finally from the Human Resources.
Once approval has been received, the department chairperson/director, dean/administrator, or their designee negotiates the offer. Quite often several parts of the offer may result in a "package" that is commensurate with the needs of the University and the requirements of the candidate, thus requiring administrative involvement.
The department chairperson/director, dean/administrator or their designee should be prepared to discuss any details associated with the offer, which can include:
The dean or supervising administrator will draft a letter to the candidate summarizing the offer. The letter should provide a specific acceptance deadline, with a place for the candidate to sign and date, and dates by which other materials are needed. It is strongly recommended that a draft be sent to the Office of Human Resources (HR) for review prior to sending to the candidate. It is essential that a copy of the offer letter be sent to HR at the point the letter is mailed to the applicant.
Upon acceptance of a faculty position, the department chairperson/director should notify the dean and the Office of the Provost immediately. Appropriate staff and department heads should be notified in the case of Administrative/Professional positions. At this point, the Recruitment Committee chairperson or his/her designee should begin the process of thanking the applicants in the pool who did not receive the offer and of notifying them that the position has been filled.
The dean or supervising administrator may offer the position to another supported candidate or consult with the Recruitment Committee chairperson, department chairperson, or unit head to decide whether to reopen the search or declare a failed search. Keep in mind that the online system allows the flexibility to recommend the top two candidates, and if available, the second ranked candidate may be offered the position upon the first ranked candidate's non-acceptance. If the second candidate does not accept, other qualified applicants may be interviewed. Make changes to online system regarding the status of applicants and have the chair, dean and HR approve changes before inviting candidates to campus.
© 2006 Human Resources, Illinois State University • Contact Information • An
equal opportunity/affirmative action university encouraging diversity •
Privacy Statement • Mail comments
to:
