- Position Approval
- Post Job: Work out details/timeline with Department
- Un-post Job: Request finalists from Department
- Preliminary Skype/phone interviews--narrow the candidates down to 3 finalists
- Obtain Pre-Interview Clearances
- Schedule interviews for final candidates
- Hold on-campus interviews
- Hold Department Decision Meeting
- Final Decision Meeting
- Send Final Clearance document
- After Board approval is obtained, offer will be extended to candidate and regrets to finalists
- Prepare contract and coordinate onboarding process
BYU-I Resources, information and guidelines for hiring employees. Look at instructions for hiring full-time, staff, and temporary employees.
- Create a job requisition in Workday with all required fields, as well as the following:
- Explain if it is a new position, replace a leaving employee, or a repurposed FTE.
- Provide the name of a leading candidate, if applicable.
- Job Description Summary
- Job Description
- Provide the breakdown of responsibilities as well as the education and work experience requirements.
- Once submitted, the job requisition routes through the required line management and Human Resources for approval.
- After Vice President approval, the requisition routes to the Recruiting Coordinator who submits the requisition for review during President's Council.
- Approved requisitions are communicated to Human Resources.
- Human Resources will coordinate the hiring process with the hiring manager.
- Human Resources completes a background check and an ecclesiastical endorsement for final candidates.
- Human Resources coordinates the final offer with the hiring manager.
- On or before the first day of work, the new employee must complete the Workday onboarding process, which includes bringing original forms of identification to the Human Resources office to complete the Form I-9.
- A new employee orientation will be scheduled, typically within the first week of employment.
To access the Employment Proposal Form, please refer to the Hiring Employees Forms page. Employee Forms
- Department identifies potential candidate
- Candidate fills out an application
- Background Check and Ecclesiastical Endorsement are completed by the Human Resources Department after the application is completed
- Candidate interviews with College Dean
- Department is notified to formally offer the position to the candidate
- Department inputs the course and
loadinformation in Workday
- Contract generated and information sent to payroll
- Candidate completes the necessary steps for onboarding in Workday
Student employees become ineligible for student employment at the end of the pay period in which they graduate. However, they may transition to a temporary employment status following the standards listed above. These situations should include consideration of the total number of hours worked by an individual because it is important that temporary employees do not exceed a maximum of 1,500 hours per year. The full policy regarding temporary employment can be found in the University Policies on the Human Resources webpages (2.2 L. Temporary Employment).
1. To request a temporary hire, email the following information for each hire to Human Resources at email@example.com:
- Temporary employee's full name
- Job Title
- Basic contact information (phone, email, etc.)
- Ward and bishop's information
- Supervisor for this person
- Hourly wage
- Payroll account code
- Start date
- Expected end date, if applicable
2. Human Resources completes a background check and an ecclesiastical endorsement (even for students who are transitioning). 3. Once completed, you will be notified and can then finalize a job offer (offers before this point are considered contingent only). 4. On or before the first day of work, the new employee must complete the Workday onboarding process, which includes bringing original forms of identification to the Human Resources office to complete the Form I-9 (if this paperwork is not complete, the individual cannot start working).
The following documents are for hiring managers and supervisors to read and use when in the process of conducting interviews for open positions within their departments. The documents below refer to BYU-Idaho employment laws, guidelines, and types of interviews questions.