Recruitment Partnership Agreement (RPA) Attracting high quality applicants, to recruit efficiently in accordance with best practices and to hire the best candidates, requires a consultative partnership between the Hiring Manager and Employment. The Recruitment Partnership Agreement (RPA) creates a business partnership between Employment and the Hiring Manage and ensures that the roles and responsibilities of each party are clearly defined and understood. Administrative Information Department Date: Hiring Manager Requisition #: Department HR Recruiter Administrator Diversity/Minority Female Recruitment Recruitment Goal Goal Section I: Discussion of the Recruitment Process Hiring Manager Employment Prior to the start of recruitment or advertising for any position Employment discusses the following areas: outside of ASPIRE, the Hiring Manager should meet with RPA (this document) Employment to discuss key components to the recruitment process Overall hiring process Hiring Manager’s toolkit Sourcing and advertising options Minority Goals/Diversity initiatives Screening criteria Salary range Pre-employment background screens Offer process Section II: Sourcing and Advertising Strategy Hiring Manager Employment Determines eligibility of existing staff and/or previous applicants Consults with the Hiring Manager to develop a for the new requisition comprehensive sourcing strategy Reviews recent layoff pool from department/center for possible Posts open requisition in all sources as determined by the employment of unemployed Harvard staff advertising strategy Refers all candidates to apply online through Harvard’s Reviews existing candidate pool to screen for any potential site: www.employment.harvard.edu candidates with similar skills and experience Helps Employment identify external advertising sources that are Reviews layoff pool for possible re-employment of position-specific such as professional organizations or listservs unemployed Harvard staff
Recruitment Partnership Agreement (RPA) Attracting high quality applicants, to recruit efficiently in accordance with best practices and to hire the best candidates, requires a consultative partnership between the Hiring Manager and Employment. The Recruitment Partnership Agreement (RPA) creates a business partnership between Employment and the Hiring Manage and ensures that the roles and responsibilities of each party are clearly defined and understood. Administrative Information Department Date: Hiring Manager Requisition #: Department Administrator HR Recruiter Diversity/Minority Recruitment Goal Female Recruitment Goal Section I: Discussion of the Recruitment Process Hiring Manager Employment Prior to the start of recruitment or advertising for any position outside of ASPIRE, the Hiring Manager should meet with Employment to discuss key components to the recruitment process Employment discusses the following areas: RPA (this document) Overall hiring process Hiring Manager’s toolkit Sourcing and advertising options Minority Goals/Diversity initiatives Screening criteria Salary range Pre-employment background screens Offer process Section II: Sourcing and Advertising Strategy Hiring Manager Employment Determines eligibility of existing staff and/or previous applicants for the new requisition Consults with the Hiring Manager to develop a comprehensive sourcing strategy Reviews recent layoff pool from department/center for possible of unemployed Harvard staff Posts open requisition in all sources as determined by the advertising strategy Refers all candidates to apply online through Harvard’s employment site: www.employment.harvard.edu Reviews existing candidate pool to screen for any potential candidates with similar skills and experience Helps Employment identify external advertising sources that are position-specific such as professional organizations or listservs Reviews layoff pool for possible re-employment of unemployed Harvard staff
RPA-2015.docx