Department/Search Committee Members

People Admin Website
Workflow Approvals
Creating a Posting (User Guide)
Creating a Posting (Quick Reference Guide)
Approvals and Managing Applicants (User Guide)
Approvals and Managing Applicants (Quick Reference Guide)

Advertising Checklist

  • Identify funding – to be discussed with Dean’s Office for faculty searches or the appropriate Director for other searches.
  • Advertisement must include position title and job description.
  • Advertisement must include application review date.
  • Advertisement must include Equal Opportunity clause :

UNK is an Affirmative Action Equal Opportunity employer. Veterans and persons with disabilities encouraged to apply.

  • Human Resources must approve your ad prior to it being submitted to the publisher.
  • Human Resources will only place ads for departments in the Kearney Hub, Work Force Development and with HigherEdJobs.com. Departments will need to notify Human Resources if they are utilizing any of those publishers to ensure the ads are placed with them. All other publications are the departments responsibility to contact regarding placing an advertisement with them.

Advertisement Samples, Short and Long Ads

Short Ad Copy Directions

The following is an example of how to create the short ad for a publication.  If you need assistance, please call 8522.

POSITION TITLE

The University of Nebraska at Kearney DEPARTMENT NAME is seeking POSITION TITLE.  For more information and to apply visit:  http://unkemployment.unk.edu.  Direct questions about the position to CONTACT NAME, PHONE NUMBER OR EMAIL; Direct questions about the online application process to:  308-865-8522 or employment@unk.edu.  Equal Opportunity Employer/Veterans/Disabled

Long Ad Copy Directions

The following is an example of how to create the long ad for a publication. The easiest way to accomplish this is to use the posting information contained in the hiring system. By copying and pasting the information from the posting into a Word document you ensure that the ads placed on our website and with a publication are the same. If you need assistance please call 8522.

POSITION TITLE, University of Nebraska at Kearney. The POSITION TITLE oversees the following areas: NOTE AREAS HERE. Essential Functions: NOTE ESSENTIAL FUNCTIONS OF THE POSITION HERE. Required Qualifications: NOTE REQUIRED QUALIFICATIONS HERE. Additional Qualifications: NOTE ADDITIONAL QUALIFICATIONS HERE. Preferred Qualifications: NOTE PREFERRED QUALIFICATIONS HERE. Preferred Position Experience (if applicable): NOTE POSITION EXPERIENCE HERE. Start Date: DATE. Competitive salary and benefits. Applications received by DATE will receive full consideration. To apply visit http://unkemployment.unk.edu and follow instructions to complete the online APPLICATION TYPE (staff, faculty, administrative, student, etc.) Application. In addition attach a letter of application, resume and contact information for at least three professional references to the online application. Direct questions about the position to: PHONE NUMBER WITH AREA CODE HERE. Direct questions about the online application process to: (308) 865-8522 or employment@unk.edu

The University of Nebraska at Kearney is responsive to University issues which support a diverse work and academic environment The University of Nebraska at Kearney does not discriminate based on race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation in its programs, activities, or employment. This policy is applicable to all University administered programs including educational programs, financial aid, admission policies and employment policies.  UNK is an Affirmative Action Equal Opportunity employer. Veterans and persons with disabilities encouraged to apply. The University affirms a policy of equal educational and employment opportunities, affirmative action in employment and nondiscrimination in providing services to the public. University employees, students and others associated with the University who have not received the benefits of these policies, are encouraged to contact the Human Resources Director/ADA Coordinator.

Interview Guidelines

Pre Interview Guidelines:

  1. Maintain good notes at each stage of the process to help document hiring recommendations and place them in a search file available in the main office.

  2. Only share records for those who accept an interview. ALL Applications are confidential and should be available only to the search committee and respective approvers during and after the search process - with the exception of those brought to campus for interview. Once applicants accept an interview, their application materials are available per Open Records Law.

  3. The Committee may not contact anyone as a reference without the candidate's written approval (per legal counsel). The committee must contact at least one employer in addition to professional references. Records of these contacts should be maintained in the search file.

  4. At least two candidates should be invited to campus for in-person interviews but other methods for interviewing are also acceptable.

  5. Have the applicant tour Kearney, the campus and meet with Human Resources to discuss benefits and the Dual Career Program, etc. If the applicant is in town over-night, the committee should consider planning a meal or some form of informal gathering (we are also selling UNK to the candidate). Itineraries should be kept in the search file for each candidate and should be consistent in most cases.

  6. The approved interview questions are to be asked of all candidates but any additional work related questions are fine as well.

  7. Move the process quickly and keep applicants informed.

  8. Receive approval for the shortlist and the finalist list in advance.

  9. Be consistent! Treat all applicants the same.

  10. Contact Human Resources if you have any questions.


Interview Guidelines:

Regarding:

You May Not:

Name:

  • Ask the ethnic origin of an applicant’s name.
  • Ask if a woman is a Miss, Mrs., or Ms. or her maiden name.

Address/Housing:

  • Request place and length of current and previous addresses.

Age:

  • Ask age or age group of applicant.
  • Before hiring: Request birth certificate or baptismal record.

Race/Color

National Origin:

  • Make an inquiry that would indicate race, color, or national origin.

Gender:

  • Make an inquiry that would indicate gender unless job related. (Such jobs require written state government approval.)

Religion/Creed:

  • Ask applicant’s religion or religious customs and holidays.
  • Request recommendations from church officials.

Sexual Orientation:

  • Inquire about sexual preferences.

Citizenship:

  • Ask for date of citizenship or whether applicant is native-born or naturalized citizen. Ask whether parents or spouse is a native-born or naturalized.
  • Before hiring: Require proof of citizenship.

Marital/Parental/Family Status

  • Before hiring: Ask marital status
  • Ask the number and/or age of children, who cares for them, and if applicant plans to have more children.

Military Service

  • Request military service records or discharge records.
  • Ask about military service in armed service of any other country.

Education

  • Ask the racial or religious affiliation of schools attended.
  • Ask how foreign language ability was acquired.

Criminal Record

  • Inquire about arrests.

References

  • Request references specifically from clergy or any other persons who might reflect race, color, religion, sex, national or ethnic origin, age, disability, or marital status.

Organizations

  • Request listing of all clubs to which applicant belongs or has belonged.

Photographs

  • Before hiring: request photographs.

Work Schedule

  • Ask about willingness to work any particular religious holiday.

Physical Data

  • Ask height, weight, impairment, or other nonperformance related physical data.

Disability

  • Exclude disabled applicants as a class on the basis of their type of disability. (Each case must be determined on an individual basis by law.)
  • Before hiring: Initiate questions regarding the specific accommodations needed.