Talent Strategy

Human Resources › Career and Development › Supervisors and Hiring Managers › Talent Strategy

Identifying and Building 91��Ƶ's Talent, Together

Whether you're looking to strengthen your team, request temporary staffing support, or identify senior and executive-level talent, the Office of Human Resources is here to partner with you every step of the way. Our Talent Acquisition team provides the expertise, guidance and resources to navigate the full staff recruitment journey, from developing a thoughtful recruitment strategy and attracting exceptional talent to selecting, hiring and welcoming your new team member.

On this page: Initiating a Staff Recruitment Request | Staff Recruitment and Hiring Process | Recruiting Support | Special Cases and Approvals: Remote Workers, Foreign Nationals, Adjuncts

Initiating a Staff Recruitment Request

To begin recruitment for a staff position, departments must first submit the in Workday. See the Quick Guide [pdf] for instructions.

Once submitted, the request will move through the following steps:

Review Position and Request Details: The HR generalist team will review the request, ensure the position is appropriately established and aligned with the recruitment request, and advance the request to the Talent Acquisition team.
Create Job Requisition: Talent Acquisition will review the request, create the job requisition and advance it through the departmental Workday approval process.
Review and Approve Job Requisition: The department will review and approve the job requisition details. The standard approval path includes the manager, manager's supervisor, and finance reviewer. In some circumstances, additional approvals may be required. See Staff Hiring Approvals for more information on the approval process.
Post Job and Begin Recruitment: Once the job requisition is approved, the recruiter will schedule an intake/search strategy meeting with the hiring department and post the job requisition.

Talent Attraction Programs

The Employee Referral Program rewards current staff members for identifying and referring qualified external candidates.
The Dual Career Program offers personalized career support to eligible partners.

Resources for Hiring Managers

Resources for Recruiters (Access Required)

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Staff Recruitment and Hiring Process

Position Planning

Work with your HR business partner to:

Conduct a needs assessment — Confirm the business need and hiring approach.
Define the position — Establish the role, responsibilities and minimum qualifications.
Identify the job profile — Determine the appropriate job profile for the position.
Confirm budget & resources — Ensure funding and resource alignment before moving forward.

Early planning helps ensure the right hire and a smooth process.

Requests & Approvals

Submit a in Workday. Upon submitting your request:

HR generalist review – Confirms the position to be recruited is established.
Talent Acquisition – Creates the job requisition in Workday.
Workday approvals – The requisition routes through the Workday approval process.
Approval notification – You'll be notified once the requisition is fully approved and ready to move into recruitment.

Double-check your request before submitting to avoid delays.

Recruit

Candidate attraction and assessment:

Hold an intake meeting with your recruiter to align on the position, candidate profile, recruitment strategy and timeline.
Post and advertise the position.
Review applications and advance qualified candidates.
Identify a shortlist for screening and interviews.
Conduct candidate interviews and evaluations.
Complete pre-offer reference checks.

Engage your recruiter early and often for guidance throughout the recruitment process.

Hire

Offer preparation, extension & acceptance:

Offer details — Collaborate with your recruiter and HR team to finalize offer details.
Verbal offer — Recruiter extends the verbal offer and manages negotiations.
Offer approval — Offer details route through the Workday approval process.
Written offer — Offer letter is prepared and extended through Workday.
Background check — Pre-employment background check is initiated.
Hire submission — Recruiter submits the hire after offer acceptance and successful completion of the background check.

Partner with your recruiter to carefully review offer details before extending the offer.

Onboarding

Welcome to the team!

Onboarding communications — New hires will get onboarding communications and notifications.
Pre-onboarding tasks — New hires will complete required tasks before their first day.

View resources and tools to support a successful new hire onboarding experience.

Recruiting Support

Your HR Recruiter

Recruiters are here to help you throughout the process, including:

Developing effective job advertisements
Developing a recruiting/sourcing strategy to attract a qualified applicant pool
Initial assessment of an applicant's eligibility and qualifications
Initial phone screens to confirm interests, experience and compensation expectations align
Initiating reference checks
Reviewing and preparing offer details
Extending contingent verbal offers and navigating negotiations
Preparing and extending contingent written offers
Initiating pre-employment background checks

Recruiting Resources

Guidelines for Hiring Staff [pdf] — details the hiring process at 91��Ƶ
Advertising Your Position — free and paid job boards and advertisement options
Interviewing and Evaluating Candidates — guidelines, best practices, sample behavioral interview questions, tools and templates
Conducting Reference Checks — guidance and templates to assist with the reference check process for staff positions
Relocation Services — information for new hires relocating to the Pittsburgh area

Special Cases and Approvals

Hiring a Remote Worker

U.S. Remote Hires: For new hires who will work completely remotely or telecommute across state lines, supervisors must get Flexible Work Arrangement Committee approval before an offer can be extended. Coordinate with your HR business partner and HR recruiter using the FWA Pre-Hire Request Form [docx]. Approved agreements are included in the offer letter and entered into the FWA framework by your HR generalist as part of the hiring process. See the Flexible Work Arrangement Guidelines for Staff for details.
International Remote Hires: For employees working remotely from a location outside the U.S., submit the International Remote Working Arrangement Request Form [pdf] to the Office of Human Resources before work begins. International remote work may have employment and tax implications. Consult the International Remote Working Arrangements Guidelines [pdf] for details. Contact your HR business partner for assistance.

Hiring a Foreign National

When hiring foreign nationals with H-1B visas, refer to the Wage Determination Packet [pdf].

For those entering the United States to work or study at Carnegie Mellon, the primary source of support and information is the Office of International Education (OIE). OIE's Foreign Scholars Information Directory contains information about coming to Carnegie Mellon and settling in, travel advice, J-1 and H-1B visas and other work visa categories, and immigration services and resources. The OIE website also has information about families and dependents, and many other useful resources.

Hiring an Adjunct Instructor

Adjunct instructor positions must be posted/advertised for a minimum of five calendar days.

Contact Sara Nazemian for assistance with posting/advertising adjunct instructor positions in Interfolio.