Recruiting & Hiring Process
Below is the standard recruiting and hiring process at Rice. While going through this process, there are a number of services that the HR recruiters can provide to assist you with in the recruitment process for your position. Our goal is to help you in finding the best candidate available for your open position. We look forward to working with you!
First identify the needed job skills, both technical and performance skills by reviewing your job description. It is essential that your job description is accurate and up to date. If you need assistance with this, please contact Compensation.
Post the job for recruitment through RICEWorks. Applicants view job openings at https://jobs.rice.edu. Ensure that you are familiar with RICEWorks and contact the RICEWorks administrator, Diana Garcia Acero, for a refresher if needed! For additional information on posting an open staff position in RICEWorks, please contact your dedicated recruiter.
At Rice, regular staff positions are posted for applications and go through a competitive search process. Under special circumstances, departments may request a waiver of the posting requirement from the director of Equal Employment Opportunity and Affirmative Action (EEO/AA).
In addition, Rice faculty searches have special requirements for external advertising. These requirements may be found here.
Be sure to prepare for the interviews, creating a pre-planned, structured group of interview questions. If you are interviewing as a panel or committee, assign everyone their questions prior to the interviews to keep each interview structured the same, which is important for interview reliability. All questions should be based on an analysis of the job description, helping you to create a legal interview. We recommend you take notes during the interview of relevant information to the job and questions. Make the interviewee aware at the beginning that you intend to take notes.
The final step in the interview process should be reference checking. Try to check at least three “professional” references from recent job history (5-7 years). Treat your reference check the same as an interview in preparing questions. Reference checks by phone are most productive.
HR Recruiters can provide a number of services to assist you in the recruitment process!
These services include:
- Additional screening of applications/resumes when received
- Initial phone screenings/interviews
- Initial face-to-face interviews
- Scheduling departmental interviews
- Participating in and/or assisting with departmental/panel interviews
- Escorting candidates to and from departmental interviews on campus
- Preparing for reference checking