Department of Human Resources & Equal Opportunity

Hiring Manual

Step by Step Procedure in Hiring a Non-Academic Employee

Table of Contents

• Step 1: Job Description
  
  

• Step 2: Prepare a Job Requisition
  
  
• Step 3: Interviews
  
  
• Step 4: Reference Checks
  
  
• Step 5: Notify Applicants
  
  
• Step 6: Complete Hiring Process
  
  
• Step 7: Onboarding- Orientation

Contact Us

Webmaster: Lita C. Wallace

External Access: 19263

INTERVIEWS

Arrest/Conviction Records

Questions concerning arrests are prohibited. An arrest record is in no way an indication of guilt. Employers may ask questions about convictions, but a conviction record should be the basis for refusing employment only if the nature and recent occurrence of the conviction make the applicant unsuitable for the particular position you are trying to fill. Contact the UMD Department of Human Resources and Equal Opportunity at (218) 726-6326 if you are considering this line of questioning in your interview process.

Criminal Background Checks

These check are usually performed on those individuals who have or would have the means, within the scope of their duties to enter tenants' dwelling units (Housing Department). Per Minn. Stat. 299C.66.-.71, Background Checks must be conducted upon hire. No checks are required after hire.

Recommendations

Above all, employers must treat every job applicant equally and administer pre-employment inquiries consistently and fairly. Refer to "Non-discrimination in the Hiring Process" for information. It is also a good idea to review pre-employment interview questions with the UMD Department of Human Resources and Equal Opportunity.