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Recruitment and Orientation/Onboarding Process

Recruiting Process

  1. Review and follow Job Posting Instructions
  2. Center for Inclusive Excellence representative: 
    1. Faculty Searches: All faculty searches must include a representative from the Center for Inclusive Excellence (CIE) on the search committee. The Search Chair must complete the  in order for a CIE rep to be assigned to the search committee by Belinda Waller-Peterson. The search chair will receive communication from CIE with more information.
    2. Staff Searches: All Director-level and above searches must include a representative from the Center for Inclusive Excellence (CIE) on the search committee. For all other searches, a CIE rep is required to meet with all final round candidates. To assign a CIE rep to a search committee or an interview, please complete the .
  3. Once the completed Justification Form is received, Human Resources will post the position and send an email to you as the search chair with information about the recruiting process.
  4. Human Resources will create a Google folder for your position. The folder will include a ranking spreadsheet and additional supporting resources. You will have access to share the Google Drive folder with your search committee.
  5. Search committee members will be able to access applicants and their materials directly in Oracle, resumes will not be exported to the Google Drive. 
  6. Feel free to update applicants’ status directly as you move them through different phases of the search process in Oracle process (excluding rejection status).
  7. Schedule Interviews
    1. When scheduling interviews, reviewing supervisors must plan for final round candidates to meet with HR for a brief interview and introduction to benefits.
    2. Complete professional reference checks for interviewed candidates.

2a. For staff positions, it is highly recommended that one of the references be the candidate's current supervisor.

2b. For Director-level positions and above, it is mandatory to contact references. Following the verbal offer to and acceptance from the candidate, a reference call to their current supervisor is required as a condition of the offer of employment.

  1. Prior to making a verbal offer to a candidate, communicate with the Director of Human Resources for staff positions or the Provost for faculty positions regarding starting salary if it exceeds the approved amount listed in the Justification Form. 
  2. If you would like a copy of the offer letter prior to it being sent to the candidate, it may be provided to you upon request.
  3. The candidate will then receive an offer letter signed by the Director of Human Resources or the Provost through the Oracle Recruiting system.
  4. Once the offer letter is electronically signed, the candidate will be taken through the onboarding process in the system.
    1. A Moravian network ID/email will be created and sent directly to the candidate in order to complete their paperwork.
    2. Ensure a smooth technology setup for your new hire! If they require a computer and/or phone, please complete the and obtain a signature from the relevant VP.  Once complete this will automatically notify IT and get your team member equipped for success. The supervisor and new hire will receive an email with further instructions and a link to schedule an appointment for pickup
  5. Human Resources will also update all of the remaining candidates to the appropriate rejection statuses once the offer has been accepted as indicated by the search committee via the applicant review spreadsheet.
    1. The search committee should personally reach out to all final round candidates. 
    2. Oracle will automatically send ALL applicants a rejection email once the position has been filled. Please let your final round candidates know they will also receive this automated email.

 

Orientation/Onboarding Process

Before the new employee's start date 

  1. Please review the Supervisor New Hire checklist for MU based employees or for Lancaster based employees, making any necessary arrangements as listed.
  2. Human Resources will reach out to the new hire to welcome them to the University and provide helpful guides and links.
  3. The new hire will attend New Hound Orientation, lasting approximately 15-30 minutes. A benefits orientation will be set up for them if applicable.
  4. If you'd like to schedule a campus tour for your new hire, please complete the .

On the employee's start date:

  1. Please review the Supervisor New Hire checklist for MU based employees or for Lancaster based employees.
  2. Throughout the first year, you are expected to follow the orientation and onboarding process. New Hire satisfaction surveys will be sent to the new hire throughout the year to ensure that the process is running smoothly and to ensure that they do have any questions or concerns. The survey results are confidential; however, any concerns will be addressed with Human Resources and the Supervisor, if necessary.