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LOYOLA MARYMOUNT UNIVERSITY

HUMAN RESOURCES POLICIES AND PROCEDURES

DIVISION: Administration/Human Resources

SUBJECT: Recruitment and Selection

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Policy Number:

Supersedes: NONE

Effective Date: 01/01/18

Previously Issued: 07/03/13

1089221.1 Rev. 12 15 15

1. STATEMENT OF POLICY:

The University provides opportunities for qualified candidates to apply, be considered and selected for job

openings within the University. University recruitment policies and practices are administered in a manner

consistent with LMU's Jesuit identity and character.

The hiring manager should use the following guidelines to recruit, hire, transfer, and promote individuals

who can further the University’s educational mission:

 To select the individual who best meets the needs of the hiring department and the University;

 To enhance opportunities for mobility and promotion of qualified candidates who are current

University employees;

 To consider candidates without discrimination based on race, religious creed (including religious

dress and grooming practices), color, national origin (including language and language use

restrictions), ancestry, physical disability, mental disability, legally protected medical condition

(cancer-related), marital status, sex (pregnancy, childbirth, breastfeeding or related medical

conditions), gender (including gender identity and gender expression as defined by law),

transgender status or status as a transitioning individual, age 40 or over, military or veteran status,

sexual orientation, genetic information or characteristics, immigration status, employees receiving

public assistance, or any other bases protected by federal, state or local law; and

 To use good faith efforts to achieve the University’s goals for hiring for mission/diversity.

2. POLICIES/PROCEDURES:

Recruitment Responsibility

Human Resources conducts recruitment in consultation with appropriate department managers. However,

certain responsibilities will remain authorized to be performed solely by Human Resources:

 Offers of employment;

 Placement of employment advertising; and

 Background Screening.

Job Requisition Process

When a new or existing position opens, the hiring manager creates and submits a staffing requisition via

the Online Employment System (OES) at https://jobs.lmu.edu/hr. The staffing requisition will be routed via

OES for all applicable approvals before submission to Human Resources.

SUBJECT : Recruitment and Selection

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1089221.1 Rev. 02 15 2018

Any staffing requisition for a newly created position or a position with significant change will require Human

Resources to evaluate and classify the position. A salary grade will be assigned prior to posting and

initiating recruitment activity. In no event may recruitment begin for any position until the staffing requisition

has been completed, approved by all necessary parties, and submitted to Human Resources.

Job Posting Process

Human Resources will partner with the hiring department to devise a recruitment strategy, and provide

recommendations regarding where to advertise a job posting (e.g., online job posting websites, and

appropriate media, such as professional journals and newspapers.)

All staff positions, with the exception of those positions officially identified by Human Resources as exempt

from posting requirements, will be posted for a minimum of seven calendar days on the OES website

(https://jobs.lmu.edu/hr), which serves as the official job posting document for the University. Human

Resources will not extend an offer of employment until the seven calendar day posting requirement has

elapsed.

All postings, job advertisements or employment solicitations of any kind (both internal and external) must

state that LMU will consider all qualified candidates in a manner consistent with the Los Angeles Fair

Chance Ordinance and other applicable legal requirements.

Applications/Resumes

Human Resources receives all applications and supporting documents via OES. No application materials

are accepted via other methods.

Internal Candidates

Staff members are encouraged to regularly review the OES for open positions. Management is encouraged

to advise staff of open positions in their department and to consider University staff members as well as

external job applicants whenever a position becomes vacant.

Interviews

A hiring manager or his/her designee selects individuals to be interviewed from the pool of qualified

applicants and should use a consistent set of job-related interview questions for all candidates. A hiring

manager or his/her designee may choose to form a selection committee that will interview all candidates.

A member of Human Resources may act as an advisor to the hiring manager or chairperson of the

committee in support of the recruitment process. Hiring managers, or other persons selected to interview

individuals are not permitted to ask questions in that process related to criminal convictions, criminal

history, salary history, or any other category or characteristic protected by law.

References/ Background Screening

The hiring manager will notify Human Resources once a final candidate has been identified by the hiring

manager/search committee. Reference checks will be conducted by Human Resources or the hiring

manager or his/her designee. References should be completed prior to an offer of employment.

SUBJECT : Recruitment and Selection

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1089221.1 Rev. 02 15 2018

Pursuant to a conditional offer of employment Human Resources will conduct a background screening

consistent with the terms of the University’s Background Screening policy. Background screenings must

be completed prior to a start date being assigned.

No hiring manager or any individual or department other than Human Resources, should engage in any

background screening, including, but not limited to a criminal background check or inquiries regarding

criminal history, at any time in the recruitment and selection process. Only Human Resources has the

authority and responsibility to do so.

Salary Setting

Human Resources will recommend starting salary to the hiring manager based on the candidate’s skill and

expertise; the position offered and salary grade; internal equity, and all applicable pay equity laws.

Extending an Offer

Offers of employment, including starting salaries and other terms and conditions of employment, are

coordinated through and communicated by Human Resources to the selected candidate. A conditional

written offer will be provided to the candidate and, upon satisfactory completion of the background

screening process, a hire date will be set. An effort will be made to have the start date coincide with a pre-

determined New Employee Orientation date; however, if this is not operationally optimal, a hire date will be

set and the candidate will be scheduled for the next regularly scheduled New Employee Orientation.

Reinstatement

If an individual has been separated from the University for less than 30 calendar days prior to the effective

date of hire, then he/she will be reinstated.

Rehire

If an individual has been separated from the University for 30 calendar days or more prior to the effective

date of hire, then he/she will be reemployed.

Employment Agencies

Use of employment agencies should be coordinated through Human Resources.