Guidance and Process
- Once the position has been created or updated, your Campus HR Recruiter will set up a meeting with you to discuss your vacancy and the process.
- Define a successful candidate in terms of behaviors and skills
- Identify key assessment criteria
- Discuss who will be involved in candidate assessment
- Discuss responsibilities and expectations for recruiter and hiring manager during recruitment process
- Set a timeline
- Recruiter drafts job add and routes for approval.
- Job is posted on CU Boulder Jobs and other sites. Applications are collected during the posting period.
- Once the posting closes, recruiter reviews applications for minimum qualifications and may review for preferred qualifications if applicable.
- Hiring manager and department evaluators review candidates and provide feedback in the Hiring Portal.
- Hiring manager and recruiter meet to discuss applicant feedback and strategize on interview and assessment plan.
- As interviews/assessment rounds are complete, hiring manager and recruiter discuss next steps and plan for applicant communications.
- When a final candidate is identified, hiring manager discusses offer with recruiter and a verbal offer is made.
- When a verbal offer is accepted, Campus HR initiates background check, verifies relevant degree information, drafts written offer and sends for approval and final candidate signature.
Why is internal movement important?
We offer qualified employees the opportunity to seek career growth and enhancement through promotional and transfer opportunities. Staff productivity, motivation, and retention are linked to employees finding positions well suited to their interests and abilities. Supervisors are encouraged to consider long-term retention of employees by supporting career growth through training and movement throughout various areas of the University where appropriate. Employee movement can have a positive effect on collaboration across departments on campus.
Eligibility to Transfer/Promote
Individuals may promote within their current position when job responsibilities and job performance warrant. This is referred to as a career track change and typically occurs as part of an employee’s career progression within their occupation, resulting in a change to a higher or different level based on the employee’s demonstrated success and performance in the job.
Note that reassigning the majority or all of a vacant position’s job responsibilities to an existing position for reallocation to the vacant position’s title level is not a career track change. This is a method of backfilling a vacant position as an internal campus promotional opportunity or for external competitive recruitment.
For other transfer or promotion opportunities, employees should typically be in their current position for a minimum of 12 months and be in good standing. This recognizes the time departments spend hiring and training new employees, allowing for employees to typically perform the full range of responsibilities within their position. Occasionally employees are able to transfer or promote to new positions sooner than 12 months. In an effort to encourage retention, supervisors and employees are encouraged to discuss and pursue these opportunities where appropriate.
Note: When transferring or promoting to another position at the University of Colorado Boulder, employees are encouraged to consider the impact of their current position and provide at least 2 weeks’ notice. It is recommended that both departments involved in the movement work collaboratively to identify a transition plan that works well for each department and the employee.
Search Options for Employees Interested in Transfer or Promotional Opportunities
All unoccupied, new, or soon-to-be-vacated positions needing to be filled are considered promotional opportunities at the University of Colorado Boulder. To encourage employee career growth and retention and to be consistent with the requirements set forth by the state of Colorado in the Equal Pay for Equal Work Act, all non-career track promotional opportunities will be posted on the CU Boulder Jobs internal job site.
Occupied career track change promotions are posted on our Internal Career Track Promotional Announcement page to provide transparency around promotions occurring on the campus. These Internal Career Track promotions will be posted for a minimum of three business days before the promotion is finalized. If you have questions about any position on the Internal Career Track Promotional Announcement page, please contact recruiting@colorado.edu.
To access the Internal Career Track Promotional Announcement Page, log in to your myCUinfo Portal and select the "Internal Promotions" tile located in the Business Tools section.
Search Options for Hiring Managers
Depending on the specific nature of a vacancy, and keeping in mind the desire to retain strong performing individuals on campus, there are several search options to consider with your Talent Acquisition Consultant.
All unoccupied, new, or soon-to-be-vacated positions needing to be filled are considered promotional opportunities at the University of Colorado Boulder. To encourage employee career growth and retention and to be consistent with the requirements set forth by the state of Colorado in the Equal Pay for Equal Work Act, all promotional opportunities will be posted on the CU Boulder Jobs internal job site. In scenarios where there is a desire to bring institutional knowledge into the position and/or there is a strong group of employees on campus who may qualify and apply for the opportunity, it may be best to start your search with an internal-only posting.
When there is a desire to bring new skills or areas of expertise to the campus, the opening may also be posted on the CU Boulder Jobs external job site.
Your campus Talent Acquisition Consultant can help identify the best option for your vacancy and help identify how to best structure the process. You may choose to start with an internal process and move to an external search if appropriately qualified candidates are not identified through your initial search.
Inclusive Staff Hiring Process
The online course provides an overview and strategies for how to conduct an inclusive hiring process. This information is intended for anyone participating in the staff hiring process and is supplemental to support provided by the professional recruiter supporting the hire.
Learning Objectives:
- Identify elements and stages of CU’s inclusive staff hiring process
- Apply strategies and best practices that promote diversity and inclusion for each step of the hiring process
- Apply strategies to mitigate unconscious bias
University & Classified Staff Positions:
When creating a new position or updating a position, the hiring department is responsible for notifying HR Position Management team members of potential export control implications.
Departments shall use the guidance provided by the Office of Research Integrity for determination of export control implications. This information is available on the Export Controls Guidance page. Departments may also contact the export controls office directly for more information about export control regulations, position designations, and compliance requirements:
If a position is found to have export control implications, the hiring department shall note this on the Special Qualifications section of the position description. Additional qualifications for potential applicants may apply and will be noted on the position description as well as on the job posting for applicants.
Recruitment:
For positions with identified export control requirements, the HR Recruitment team will review applicants for those qualifications.
For all other positions, HR Recruitment team members will identify any international applicants and notify the hiring department if any international applicants are finalists as they may need to have visa work done. At that point the Recruiter will contact the International Student and Scholar Services (ISSS) Office and ensure they are in contact with the potential hiring department to help that department with any implications related to the hiring of a specific international employee. More information about visa sponsorship can be found on the International Student and Scholars page.
The ISSS Office is located in the Center for Community (C4C), Suite S355
Phone: (303) 492-8057
Forms & Resources
Tools & Forms
CU Boulder Job Posting Requirements
Employment Eligibility (I-9)
HireVue provides on-demand digital interviews that can be recorded by candidates and viewed by managers any time from any device.
- Flexibility to take and review interviews at any time makes this tool ideal for evaluating 6 or more candidates and allows for a more inclusive search experience by increasing the number of candidates in the initial interview step.
- Recorded video interviews allow you to analyze and gain insight into candidates’ skills and experience, and capture feedback and analysis in a standardized process.
- With HireVue, you can screen more people in less time, gain important information, and make more informed hiring decisions.
Talk with your recruiter if you are interested in using HireView.
Reference checks should be completed on your final applicant before making an offer. Reference checks give the hiring manager great insight into an applicant’s past job performance, which is a likely indicator of future job performance. Skill Survey is our campus tool to complete reference checks.
- Skill Survey is a web-based system that automates the process of receiving feedback from references.
- The information collected provides insight into a candidate’s future job performance by offering insight about their past performance from managers and peers.
- SkillSurvey is comprised of job-specific surveys on critical behaviors and skills that correlate with success in a given type of job.
- The reference check process is approved by candidates when they sign a consent form that releases their references from legal liability.
- Through the system, candidates then invite their references to complete the online questionnaire. The release and the system provide a confidential forum for references to offer the candid feedback essential to making an informed hiring decision.
Talk with your recruiter if you are interested in using SkillSurvey.
ATS Learning Library (Avature)
Staff Position Review and Hiring Process Workflows
Position & Hiring Workflow Diagram
Position Management Review Workflow
Portal Training Videos: Staff
Position Management Portal
Request a New Position or Update
Request an Addendum Letter
Hiring Portal
Hiring Portal Overview and Candidate Review
Faculty/Research Faculty Hiring Workflow
Faculty & Research Faculty Workflow
Search Committee Portal Training Videos: Faculty/Research Faculty Searches
Portal Walkthrough: Committee Members
Manage Jobs: Search Chairs and Liaisons
CU Boulder Jobs ATS (Avature)
The CU Boulder Jobs applicant tracking system is a comprehensive hiring solution that CU Boulder implemented in 2018 to hire positions at all levels of the university. The CU Boulder Jobs project has been a collaboration with the Department of Human Resources, Office of Information Technology, Strategic Relations and Communications and University Information Systems.
CU Boulder Jobs Portals (Avature)
-
Position Management Portal - Staff Position Descriptions
-
Hiring Portal - Staff Searches
-
Search Committee Portal - Faculty and Research Faculty Searches