Hiring Procedures


This website combines hiring procedures for all employee categories including faculty and staff. Administration reserves the right to change or make corrections to hiring procedures with or without notice. People are our most important organizational resource and making good hiring decisions is an important organizational goal. It is the policy of the university to adhere to federal, state, and Board of Trustees policies and guidelines in the employment of faculty and staff. This is in compliance with Titles VII and IX of the U.S. Civil Rights Act of 1964, as amended. As a recipient of federal funds, our employment procedures must be reflective of the requirements of fairness and be free of prohibited discrimination in their implementation.

(Effective 7/8/2013) Unclassified Recruitment Process Changes

Many of the functions related to unclassified recruitment have been transferred from the Office of Equity & Affirmative Action to the Office of Human Resources. Please pay close attention to the updated search process instructions to ensure that you are following the most current processes.

What is Changing:

Some of the functions that the Office of Human Resources will assume include:

  • Processing NEOGOV transactions, including opening and closing requisitions, posting positions for advertisement, and providing access to information within NEOGOV as appropriate;
  • Training users on how to use NEOGOV;
  • Working with advertising vendors;
  • Providing assistance to and communicating with applicants;
  • Producing search committee materials; and
  • Maintaining up-to-date information on search procedures.

What is NOT Changing:

The Office of Equity & Affirmative Action will continue to manage the following functions related to unclassified recruitment:

  • Approving recruitment plans, including Notices of Vacancy (NOV’s) and search committee diversity
  • Training search committees on process integrity
  • Approving screening criteria form
  • Approving phone/in-person candidate interview questions
  • Approving pre-interview candidate disposition


The Office of Equity and Affirmative Action (EAA) assists with Faculty, MnSCU Administrator and MSUAASF searches, including the approval of paperwork and examination of search steps and final outcomes before the job offer. The Equity and Affirmative Action Officer (EAAO) meets with all search committees to review procedures and answer substantive questions about the process. The HR Director acts as back up in the absence of the EAAO.

Search committees or interviewing committees must make certain that applicants advanced to the interview at least meet or exceed minimum qualifications as stated in the current position description. It may be necessary to verify with HR that the position description is current. Salary offers for classified, administrators and MSUAASF positions must have the prior approval of HR. Deans are responsible for faculty salary offers.

General Information

These procedures set forth the process for conducting searches for Classified (AFSCME, MAPE, MMA, MNA, Managerial Plan, and Commissioner’s Plan) and Unclassified (IFO faculty, MSUAASF administrative professionals and MnSCU administrators) employees at St. Cloud State University. These processes are designed to accomplish the following:

    1. meet the university's commitment to affirmative action as a tool to foster equal employment opportunities;
    2. create sufficient documentation of the university's selection decision-making with regard to each hire;
    3. comply with state and federal laws regarding affirmative action and equal employment opportunity;
    4. to ensure all applicants fair and consistent treatment in our selection processes;
    5. to hire well-qualified candidates; and
    6. to protect the university and those involved in the process from exposure to liability.

Compliance with the search process is mandatory. Any requests for exceptions must be sought and approved in advance of implementation.

Should any candidate ask for accommodation of a disability during the application process, please contact Human Resources at (320)308-3203 (1-800-627-3529 or 612-297-5353 MRS/TTY), or email humanresources@stcloudstate.edu. For additional information regarding requests for accommodation, go to the ADA section of HR Employment Guidelines by browsing to or clicking on this link  http://www.stcloudstate.edu/humanresources/policies.asp.

Summary Statement on Equal Opportunity in Hiring Practices
at Minnesota State Colleges and Universities

Minnesota State Colleges and Universities utilize hiring practices designed to promote equal opportunity for all qualified candidates.  It is important to recognize that these practices are not used to lower essential hiring qualifications or mandate hiring quotas based on gender or race or other protected class status.  MnSCU’s hiring practices are, instead, designed to afford all qualified applicants an equal chance to be evaluated on his or her merits without discrimination based on membership in a protected class.

Through its hiring process, Minnesota State Colleges and Universities strives to increase opportunity by broadening the diversity of the applicant pool and evaluating all qualified candidates using the same legitimate work-related criteria.  These hiring practices generally include:

    1. Screening position descriptions and selection criteria to ensure the use of appropriate (merit-based) requirements;
    2. Including a thoughtful review of essential qualifications and preferred criteria;
    3. Comprehensive and inclusive advertising and recruiting efforts;
    4. Special or targeted recruiting in addition to traditional methods;
    5. Gender-neutral and culturally bias-free criteria in evaluating candidates.

Summary Statement on Equal Opportunity in Hiring Practices at St. Cloud State University

St. Cloud State University is committed to conducting all personnel and educational activities without regard to race, sex, color, creed, religion, age, national origin, disability, marital status, status with regard to public assistance, sexual orientation, gender identity or gender expression, or membership or activity in a local commission as defined by law. Personnel activities include, but are not limited to: recruitment, selection, placement, employee development, promotion, retention, compensation, leaves of absence, disciplinary action, transfer, demotion, termination, and layoffs affecting all employees and job applicants. St. Cloud State University will not tolerate discrimination on the basis of these protected group categories in accordance with all state and federal equal opportunity/affirmative action laws, directives, orders and regulations.


Untitled Document