Hiring Resources

OHR is here to help you along the hiring process through technology tools, advertising outreach, and relocation assistance. If you have any questions about the resources below, please reach out to your designated Talent Acquisition recruiter.

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Advertising for Open Positions

Circa

OHR's Talent Acquisition department has partnered with Circa to ensure that University jobs are automatically posted on the following sites:

LinkedIn Recruiter

OHR's Talent Acquisition Department has a premium subscription to LinkedIn Recruiter, a platform for finding candidates and managing your search online. With LinkedIn Recruiter, Talent Acquisition recruiters can find quality candidates using time-saving search criteria and can keep track of them using features such as projects, tags, and notes. Unit hiring managers should contact their Talent Acquisition recruiter to post jobs on LinkedIn.

HireRight Background Checks

For information on HireRight and instructions on how to conduct a background check, see this HireRight how-to document (pdf).

PeopleSoft Employment System

Submit, track, and review your job openings and applications through myu.umn.edu/employment.

Human Resources Management Services (HRMS) Instruction offers extensive training on using PeopleSoft to hire new employees. See their webpages on hiring for supervisors and HR professionals. You will need to sign in to your University of Minnesota account to view these resources.

Popular resources:

Relocation Assistance Program

The Relocation Assistance Program (RAP) can provide essential support for newly hired faculty and staff moving to Minnesota. RAP services include help with:

  • Housing
  • Moving
  • Spouse/partner employment
  • Childcare and education
  • And more

SkillSurvey References

OHR recommends reference checks for all final staff candidates. You have two options for checking references:

  • SkillSurvey References is the University's online, automated reference-checking tool. It generates reference reports that allow you to make better hiring decisions. See more details below.
  • If you decide not to use SkillSurvey, you may use a separate phone reference-checking guide provided by your unit HR team.

Talk with your unit's HR representative for more information about this process or to register for one of the monthly SkillSurvey training sessions to learn more about this tool. For strategies on using SkillSurvey to best fit your hiring needs, see "When is the best time to use SkillSurvey Reference?" (pdf).

About SkillSurvey

SkillSurvey helps to create a fuller picture of job candidates. It provides a detailed report on each candidate based on the feedback from their references, which can supplement your interview and background-checking processes.

Benefits include:

  • Higher-quality hires: Questions focus on competency and behavioral skills directly correlated with success for the role, and the confidential process ensures more accurate information.
  • Quicker, more efficient hiring: On average, employers hear from the required five references (two managers and three peers) in less than two business days.
  • A pipeline for future hires: For units that use SkillSurvey earlier in the selection process (after the phone interview but before a face-to-face interview), candidates can opt in to learn more about the University's future employment opportunities, creating a deeper pipeline of talent.
  • Improved reference verification: See IP addresses from each respondent, ensuring the authenticity of references.
  • A more consistent hiring process: Using the same questions and reference process helps you compare candidates for the same position.
  • Better onboarding for your new hire: Use feedback to work with candidates during the onboarding and training process.

Understanding SkillSurvey Feedback Reports

Each reference receives a survey of about 30 competency-based questions, specific to the role, and a comments section asking about a candidate's top three ways to improve and top three work-related strengths. References are asked to rate a particular behavior of a candidate on a scale from 1 (they never display that behavior) to 7 (they always display that behavior).

Use the completed feedback reports to help select your final candidates. On the reports, reference ratings for candidates are generally high—in fact, 90% of candidates rate 6 or higher. With all ratings being similar, how can you differentiate between candidates? The feedback report gives an average rating for each question, showing how your candidate compares to others who have been reference-checked using the same or a similar survey. SkillSurvey studies have found that candidates in the bottom fifth percentile (meaning 95% of candidates—out of thousands—received a better rating) are the most likely to turn over for cause within the first year of hire.

The system also tracks IP addresses from each respondent. If one or more of the references' IP addresses match, that will be highlighted in red on the cover page of the feedback report. If the reference is from a different city, state, or organization, that could be a red flag for a reference's authenticity. Not all matching IP addresses indicate risk, however. For example, a job candidate who asked a colleague at the same company to be a reference will likely have the same IP address as the reference.

See a sample SkillSurvey report (pdf).

More Information

Spark Hire Virtual Interviewing Tool

Spark Hire is an applicant screening tool that will reduce your time filling a job opening.

The platform allows you to request one-way video interviews from candidates. The full hiring team can review the completed video interviews at their convenience, making it easy to schedule interviews. You can also share the interviews with other interested parties to get them involved earlier in the hiring process.

How Do I Use Spark Hire?

When you’re ready to start screening applicants, fill out this form for the Talent Acquisition team with as much detail as possible. Attach your job description, interview questions, candidate list, and optional intro/outro videos.

Before submitting the form, remove the job posting from the website and check that you have compiled the full list of candidates you want to invite. This is important for consistency, equity, and inclusion. Each candidate should be given the same amount of time to prepare for the interview.

After submitting the form, you will receive a reminder email asking you to contact the candidates to let them know they have been selected to take part in a first-round video interview. The reminder email will include details on what to let candidates know about the video interview.

The Talent Acquisition team will send invitations with links to the Spark Hire interview to the candidate directly within three business days of submitting the form. The candidate can use a cell phone, tablet, or laptop to complete the interview. If candidates do not have access to reliable internet or to a recording device, you can work with the Talent Acquisition team to help the candidate use University technology for the interview. Candidates will be able to review their recorded responses to the interview questions before submitting their interviews.

Once the candidate submits their responses, you can share them with your team to review.

Can I See an Example of the Platform?

Our Talent Acquisition team has also created this set of videos using Spark Hire to provide answers to frequently asked questions. View a pdf transcript.

I Have Further Questions. Who Can I Contact?

Please reach out to your Talent Acquisition consultant or specialist with any further questions. The Talent Acquisition team has also created slides about the platform.