2.  A recruitment plan, outlining advertisement locations, various lists, mailings, application deadline, and application schedule is devised by LHR and the hiring department.  A brief position description is prepared by LHR for The Chronicle and other publications and reviewed by the hiring department.  LHR then begins advertisement.

3. The Affirmative Action Search Plan must be completed if there is an Affirmative Action Search.

4.  The position vacancy is advertised nationally. Positions are advertised until the application deadline is reached, or until the position is filled.

5.  LHR will receive and acknowledge applications and resumes. Supervisors may review applications in the LHR office during the process, or borrow them from LHR making certain that they are returned by the end of the working day.

6.  The hiring department and/or search committee determines which applicants will be scheduled for interviews.  References may be checked by the hiring supervisor or LHR prior to contacting the candidates to be interviewed, or they may be conducted at the conclusion of the interview.

7.  LHR schedules interviews, makes travel arrangements, sets the interview schedule in conjunction with the hiring supervisor, and notifies the interview participants.  A typical day-long interview includes time with LHR, the hiring department, staff in the department, a meeting with other professionals, lunch, and an appointment with the University Librarian and AUL.

8.  Written comments on each candidate are submitted to LHR by those involved in the interview process.  The selection is discussed with the hiring supervisor, the department head, the appropriate AUL, the University Librarian and the Associate University Librarian for Human Resources, Staff Training and Security.

9. The Associate University Librarian for Human Resources, Staff Training and Security will contact the search committee to ensure that the Affirmative Action Questionnaire is completed before making an offer if there is an Affirmative Action Search on the position.

10.  The Associate University Librarian for Human Resources, Staff Training and Security extends an offer to the candidate and confirms salary, benefits, starting date of employment, discusses the amount of notice needed before assuming new position, housing and relocation information, and answers any other questions the successful candidate may have.

11.  LHR sends an appointment letter signed by the University Librarian to the successful candidate.  LHR also notifies the unsuccessful candidates.  Copies of the appointment letter are sent to the hiring department.  The candidate confirms his or her acceptance in writing.   LHR then sends information on moving to the candidate.

12.  The hiring department may assist the candidate with any further questions relating to the position prior to his/her beginning work.

13.  A Personnel Action Form (PAF) is initiated by LHR.

14.  On the first day of employment, the new staff member normally attends the University Orientation, followed by a visit to LHR to complete I-9, W-4 and other necessary forms, obtain a temporary identification card, select payroll, check mailing address (department, home), receive orientation schedule, and obtain any additional information about benefits or other concerns.

15.  Questions pertaining to departmental expenses related to recruitment or individual expenses incurred by the candidate, should be referred to LHR.