Please Note: If your position is an HUCTW position, it will be posted internally-only, for the Harvard community, for the first 10 business days. After this initial 10-day period, the listing will be posted externally and can be advertised on non-Harvard websites. Step IV: Intake Meetings and the Recruitment Partnership Agreement Once your position is posted, your Recruiter will reach out to you to schedule an intake meeting. During this intake meeting, your Recruiter will review the job description with you, discuss the recruitment process in full, and review the Recruitment Partnership Agreement (link to form ). The goal of the intake meeting is to ensure that you and your Recruiter are on the same page, and that you are maximizing both efficiency and effectiveness throughout the process – to find a great candidate for your open position! Section III - Screening and Selection Process Sourcing and Screening through ASPIRE Once the position has been posted, your Recruiter will search for and identify candidates who meet the Basic Qualifications, and will perform additional screenings to identify those who come closest to meeting your Additional Qualifications (from the Position Posting Form and job description). These candidates’ resumes will be emailed to you, in PDF format, for your review. You should review these candidates in a timely manner, typically 1-3 days from receipt. Reviewing Resumes/Talent Records What to look for: Review key skills/experience: Basic Qualifications - Need to have Additional Qualifications - Nice to have Compare past jobs/employers/cultures to SPH Consider appropriate career objective and interest Review Employment History: Frequency of job/company changes Career progression Any unexplained gaps Achievement/results vs. tasks/duties Duration of jobs held Consider presentation of resume: Neatness, spelling, grammar, and attention to detail
Please Note: If your position is an HUCTW position, it will be posted internally-only, for the Harvard community, for the first 10 business days. After this initial 10-day period, the listing will be posted externally and can be advertised on non-Harvard websites. Step IV: Intake Meetings and the Recruitment Partnership Agreement Once your position is posted, your Recruiter will reach out to you to schedule an intake meeting. During this intake meeting, your Recruiter will review the job description with you, discuss the recruitment process in full, and review the Recruitment Partnership Agreement (link to form ). The goal of the intake meeting is to ensure that you and your Recruiter are on the same page, and that you are maximizing both efficiency and effectiveness throughout the process – to find a great candidate for your open position! Section III - Screening and Selection Process Sourcing and Screening through ASPIRE Once the position has been posted, your Recruiter will search for and identify candidates who meet the Basic Qualifications, and will perform additional screenings to identify those who come closest to meeting your Additional Qualifications (from the Position Posting Form and job description). These candidates’ resumes will be emailed to you, in PDF format, for your review. You should review these candidates in a timely manner, typically 1-3 days from receipt. Reviewing Resumes/Talent Records What to look for: Review key skills/experience: Basic Qualifications - Need to have Additional Qualifications - Nice to have Compare past jobs/employers/cultures to SPH Consider appropriate career objective and interest Review Employment History: Frequency of job/company changes Career progression Any unexplained gaps Achievement/results vs. tasks/duties Duration of jobs held Consider presentation of resume: Neatness, spelling, grammar, and attention to detail
Hiring-Manager-Toolkit_2017.docx