Unclassified Hiring covers those under the IFO and MSUAASF collective bargaining agreements as well as those covered by the Administrator Plan.
Begin an Unclassified search process by submitting an ePRF and following submission procedures.
Minnesota State University, Mankato requires all hiring units to actively recruit diverse and underrepresented applicants through strong outreach, national advertising, and strategic networking to build broad, qualified candidate pools, while Human Resources supports this by posting positions across major job boards and diversity-focused sites.
This article explains the legal and practical importance of maintaining strict confidentiality during the search process, detailing who may access applicant information, what data becomes public for finalists, and the responsibilities of Search Committee members and chairs in protecting candidate privacy.
This guidance outlines the university’s expectations for conducting fair, consistent, and bias‑free interviews with finalists approved through the formal hiring process.
This article explains how to create accurate, inclusive, and well‑crafted job postings that reflect institutional values, clearly outline responsibilities and qualifications, and effectively attract diverse, well‑qualified applicants.
This guidance explains the process of “prior consideration” under the IFO Agreement, which requires universities to review current fixed‑term or non‑tenure‑track faculty first when their existing position is converted to a probationary appointment.
This article explains the purpose and required procedures for conducting job‑related, consistent, and legally compliant reference checks, emphasizing structured forms, privacy obligations, discrimination‑free inquiries, careful documentation, and best‑practice steps for gathering reliable information about candidates.
This article outlines how HR and search committees should communicate with applicants throughout the hiring process, emphasizing timely, clear, and professional notifications at every stage—from acknowledging applications to informing candidates of status changes and finalist procedures.
This article explains the purpose and proper use of screening forms throughout the search process, emphasizing job‑related criteria, qualitative evaluation, bias awareness, and documentation requirements to ensure fair, consistent, and compliant hiring decisions.
This article outlines key requirements and expectations for Search Committees, including required training, diverse and representative membership, active participation in recruitment and evaluation, conflict‑of‑interest guidelines, and the importance of maintaining a timely meeting schedule.