Talent Acquisition HUB

• These materials are provided to assist the search committee once the requisition has been approved and posted to Career Zone in Workday. 

  The Office of Faculty Recruitment reaches out to scholars using internal and external sources to provide to the search a list of referrals with CVs of potential candidates for the SC committee to contact. 

  • Faculty Recruitment Checklist
  • The Faculty Recruitment Plan form records the search committee efforts outside of those provided by Human Resources and the Office of Faculty Recruitment.
  • Selection Criteria Rating Form (SCRF) is used for candidate review throughout the hire process. This data is critical in compiling the data for analysis and reporting to the provost and others.
  •  Faculty Posting Form
  • Faculty Pre-Offer Form (Workday searches)
  • Mid-search Review Checklist
  • Legal Do's and Do Not's describes questions that should and should not be asked.

Advertising  

• Advertising Guide lists where all RIT positions are posted to.
• Professional networks/ListServs can be used to share the abbreviated posting description to professional networks that search team members may be associated with
• For posting to social networking sites use the Social Media/online posting guide

• Examples of when to use the expedited faculty hiring process include high-potential candidates, dual career hires, FFCEP candidates, visiting faculty (at any rank), and Professors of Practice.

  Department identifies position and candidate, assesses urgency and/or need for limited search:

• Risk of the uniquely qualified candidate accepting another offer
• Dual Career – risk of partner’s offer acceptance/retention
• Limited pool of candidates equally as qualified as the preferred candidate

• If expediting is determined crucial:

• College Liaison (CL) contacts Lizanne Zamites to request expedited posting process (must provide email documentation of approval from Dean/Provost along with rationale for expedited process, and copies in HR Business Partner).
  • Info to be included: (1) Candidate name/contact information and (2) the rationale for expediting
  • If the intended hire is a Foreign National, you are required to immediately contact Lori Sykes, Compliance and Ethics manager to ensure the candidate is legally eligible to work in the United States.
• If it is a new/additional head count-works with College Liasion to get a job profile description. If replacement for an existing position, puts job requisition into Workday.
• College liaison inputs requisition, and in "Recruiting Instructions" select "Hidden Posting" (Do Not Post). Must include name and email address of candidate that will be offered the position in “Additional Job Description Field”. Copies email approval from Provost Approval email into same field. Salary range is required for all positions.
• HR Assistant manually posts the position to the NYS Department of Labor for 10 calendar days and notates  Once the position is approved and opened, the position is not posted publicly.
  • Marks calendar for the 10-day expiration to outreach to the candidate
  • During this time College/Department cannot extend an offer to the candidate
  • Once the posting expires on the DOL:
    • Notifies HM/CL offer can be extended
    • Checks for candidate profile-if no profile sends instructions to set up a profile
• Hiring manager is required to review any qualified applicants who apply as a result of the DOL posting (Office of Talent Acquisition will contact HM if any candidates apply) 
• CL/Dean’s office plans offer/draft contract letter in preparation for the end of the posting period.
• CL/department delegate moves candidate through Workday HR status’ to trigger hire process in the system.

• Pre-Offer process
• The Faculty Pre-Offer Form is still required prior to an offer being extended. The form is now located on the Talent Acquisition Hub  under the Faculty Hiring section. The standard turn-around time for completion of all approvals for Faculty Pre-Offer Forms can be between 3-4 business days, and the Dean or Vice President needs to approve. This form is required for all permanent faculty positions.
• The approval hierarchy includes the Hiring Manager (optional), College Liaison, Dean, Academic Affairs Budget Officer, and Provost. 
• The Selection Criteria Rating Form (SCRF) is no longer required to be included with the Pre-Offer forms when routed for signature approvals.

Faculty Appointment and Pay Dates

Note: the tenure clock for faculty hired after October 1, 2026 begins with the start of the next academic year with the start of the 2027-2028 academic year. 

Important Dates: 

• Start date for spring semester appointments: January 4, 2027 (one week before classes start)
• Commencement: May 7-8, 2027

Temporary Backfill

The Pre-Offer Form is no longer required for temporary backfill positions.

Offers to Alternate candidates:

If you need to make an offer to one of the alternate candidates on your pre-offer approval form in Brass Ring, you do not need to complete and process another pre-offer approval form. Simply change the alternates to "45-Pre-Offer Status", close out the pre-offer form and then change them to "45-Offer" status and continue the same process as above for offers.

Faculty Offer Letter Process

Please use the information from the Faculty Appointment Dates chart above when creating the offer letters.  Offer letters must be created and maintained in Workday for all new faculty hires, both internal and external hires. 

• Faculty Offer Letter Process-Workday

Closing the Search

It is extremely important that you final-disposition any remaining candidates on your requisition after you have processed your hire. This is a university AND Government OFCCP requirement and subject to audit.  

Please e-mail the Office of Talent Acquisition at staffrec@rit.edu once all applicants are dispositioned to close the requisition.

Records Management

All notes from committee screening meetings, interviews, evaluations of candidates and reference checks during a search are considered a record of the university, under the Records Management Policy, C 22.0. This policy seeks to ensure that RIT records, especially those that are required for compliance with the law, are retained for a sufficient period of time to ensure a fair and legal process.

These records are subject to the 6-year retention period for correspondence. Electronic records can be uploaded onto the requisition notes section in Workday or forwarded via Tiger Exchange to lxzpsn@rit.edu. Please make sure to put the JR# in the subject line.

RIT recognizes the need for dual career assistance within the university as a means of continuing to build an inclusive campus environment and to support the university's goals to attract and retain the highest quality candidates for full time tenure-track faculty positions. RIT's Dual Career Program supports this goal by providing assistance to spouses/partners of eligible newly hired full time tenure track faculty who are relocating to the Rochester area.

The dual career program will provide assistance to the extent possible and does not guarantee placement.