{"id":12743,"date":"2021-01-25T15:07:51","date_gmt":"2021-01-25T21:07:51","guid":{"rendered":"https:\/\/wp.stolaf.edu\/hr\/?page_id=12743"},"modified":"2023-06-07T13:56:21","modified_gmt":"2023-06-07T18:56:21","slug":"create-job-posting","status":"publish","type":"page","link":"https:\/\/wp.stolaf.edu\/hr\/create-job-posting\/","title":{"rendered":"Create Job Posting"},"content":{"rendered":"

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\n \t\t\n\t\t\t\t\t \n\t\t\t\t\t\tCreate Job Posting\t\t\t\t\t<\/span>\n <\/button>\n \n\t\t\t\t\t
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The hiring manager needs to create an exciting job posting to use for advertising purposes.<\/span><\/p>\n

A job posting should function more like an advertisement than a job description. Unlike a job description, which is meant to state the majority of the information about the position, a job posting is a short tool that highlights the best experiences and the most crucial qualifications. The goal is to spark enough interest that candidates will want to apply and learn more about the opportunity.\u00a0<\/span><\/p>\n

When there is an opening, the hiring manager will create an engaging job posting, as they best understand the unique highlights of the job and team culture. The hiring manager should reference the job description for content and modify the information to add an appealing spin. Each job opening will have both a job posting and a job description.<\/span><\/p>\n

Human Resources will include a standardized \u201cWho Are We\u201d section in all job postings which will inform applicants about the merits of working at St. Olaf College.<\/span><\/p>\n

Refer to the <\/span>Guide to Writing Job Postings<\/span><\/a> for job posting ideas and use the <\/span>Job Posting Template<\/a> for creating your job posting.\u00a0\u00a0\u00a0\u00a0\u00a0<\/span><\/p>\n

Because the applicants are not viewing the job description on the job postings page, it is important that the hiring manager send a PDF version of the job description to candidates they plan to interview before any phone\/video screens and interviews. This can either be done in a separate email, or can be attached in the Google Meet invitation.<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

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The hiring manager needs to speak with HR to discuss the position, job description changes (especially regarding FTE, work schedule, etc.), compensation, time frame, advertising, search committee, and processes.<\/span><\/p>\n

HR revises the job description, adds the job to PageUp (the applicant tracking system) and routes the job posting for approval.\u00a0<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t\n

\n \t\t\n\t\t\t\t\t \n\t\t\t\t\t\tAdvertise the Position\t\t\t\t\t<\/span>\n <\/button>\n \n\t\t\t\t\t
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Job postings are advertised on the college\u2019s <\/span>Employment Opportunities<\/span><\/a> page on the HR webpage. St. Olaf College is an equal opportunity employer. External job openings must be posted on the St. Olaf employment webpage for a minimum of 14 days, while internal job openings must be posted for a minimum of 7 days.\u00a0<\/span><\/p>\n

Hiring managers and search committees are encouraged to use listservs and networks for job advertisements. Whenever possible, enlist the campus community in efforts to market the position. Encourage members of underrepresented groups who are familiar with the college to identify and nominate potential candidates. HR will post vacancies via internal communications, the college\u2019s website, and outside sources.<\/span><\/p>\n

If the same job was posted within the last 60 days, the approved job requisition does not need to be advertised either internally or externally if viable candidates from the previous search pool are still available.\u00a0 HR will determine if the posting needs to be advertised.<\/span><\/p>\n <\/div>\n <\/div>\n <\/article>\n\n\t\t\t<\/div>\n\t\t<\/div>\n\n\t<\/div>\n\n\n\t\t\t\t\n\t\t\t<\/div>\n\t\n\t\t\t<\/div>\n\t\n\n\n

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