1. Prior to posting the role, the CIRES Hiring Supervisor and the CIRES HR Recruiter will complete an intake session with the Central HR Recruiter to discuss the posting and hiring strategy and decide on the timeline for the hiring process. In this meeting, the Central HR Recruiter may also go over interviewing techniques, ATS functionality, and best practices under the Colorado Equal Pay Act guidelines. 

2. The Hiring Supervisor should remain in close contact with the Central HR Recruiter, who will be in charge of screening all applications and sharing them with the CIRES HR hiring team after the posting has closed. It is the responsibility of Central HR to only share applicants who meet the minimum qualifications with the CIRES Hiring Team for a specific role. The CIRES hiring team may also request to receive only those applicants who meet the “preferred qualifications", especially in cases where the volume of applications is large.      

3. With the collaboration of the hiring committee, the Hiring Supervisor creates and circulates a rubric for evaluation of all candidates based on the following 3 sections of the posting: What We Require, What You Will Need, and What We Would Like You to Have.

We ask that all members of the search committee review these slides on Effective Hiring Strategies before starting the review of applications. The hiring Chair may also set-up a brief meeting for the hiring team to ask questions about the process with CIRES HR or CENTRAL HR. 

4. Committee members rate applicants privately using the rubric before they meet to discuss the candidates (please use Excel or other rating mechanism which maintains privacy so that evaluators do not influence each other), and answer the question on whether or not they wish to advance each candidate to the next stage (the next stage could be a HireVue screening or a longer virtual or in-person interview). 

5. After review of applicants’ names, any search committee member may report a possible conflict of interest to their Recruiter. If you are not sure whether or not there is a conflict of interest, please reach out to the CIRES HR Recruiter to discuss the situation. We may need to adjust the composition of the hiring committee when there is an identified COI. 

6. By law, you must respect the privacy of all candidates. Names and status of applicants are to remain confidential at all times and should not be shared outside the hiring committee. For example, if your unit has more than one vacancy, it is not okay for the different hiring teams to discuss their candidate pools to determine any common applicants or combined strategy.   

Important Notes

➔ Search committee members and hiring supervisors are not expected to enter information in the Avature ATS, but they may if they want to. Best practices for candidate rating and documentation will be further discussed with the hiring team during the initial intake meeting.   

➔ Please consider eligibility of any potential foreign nationals: If there are timeline or visa restrictions, please discuss your concerns with the Recruiter and never make assumptions of visa needs or citizenship from just reading a CV. If your timeline and project needs do not allow for the consideration of foreign nationals, please clearly communicate this information to your CIRES HR Recruiter at the time of posting. In everyone's best interest, and to respect the time of our candidates, we will screen out any applicant who cannot meet the required start date as stated in the job ad.