Human Resources is streamlining its offer management process for final candidates.

Key improvements include streamlining salary setting, verbal offers (including candidate negotiations) and the creation of offer letters, shifting work away from the hiring department. Talent acquisition partners (recruiters) will handle these actions to reduce handoffs and save time while continuing to work with hiring departments closely throughout the entire process.

Human Resources has been piloting the updated process since October of 2022. Pilot departments saw a drop in the time it takes to fill open positions and have reported widespread satisfaction with the streamlined approach.

Over the next several months, HR will accelerate the rollout of these process improvements with a schedule that includes all remaining campus departments. Departments will be given a go-live date and the hiring manager listed for each recruitment will be the point of contact for their talent acquisition partner who will guide them through this new process. Resources to support hiring managers through this new process will be provided prior to their department’s go live date.

The talent acquisition partner will work closely with the hiring manager throughout the recruitment process. Together they will meet at the beginning of the process to discuss the target salary range and comparators to the position being recruited.

Last year Human Resources led a series of Kaizen process improvements for openly recruited staff positions. Kaizen outcomes included a cross section of our customers. Streamlining the offer management process for final candidates that applied to openly recruited staff positions was one of the opportunities identified during these Kaizen sessions.

How to prepare

Prior to go live dates, department hiring managers will receive a communication with links to resources that are designed for successful interaction with the process. Additional considerations for department Hiring Managers include:

• Departments will want to consider how their internal processes for openly recruited staff positions may be impacted once their talent acquisition partner begins creating salary recommendations, extending the offer and negotiating the offer.
• Hiring managers should ensure they understand their department’s internal process for reviewing and approving salaries and hires.
• Depending on a department’s internal process, hiring managers may want to include others in discussions with their talent acquisition partner.

More information will be coming, but if you have immediate questions please contact:

Steven Wiseman, Director of Talent Acquisition
Katy Rau, Director of Shared Services
Joe Hurt, Director of Compensation