Search11 Results

This article explains the requirements and best practices for creating, approving, and placing university job advertisements, emphasizing accuracy, compliance, diverse outreach, timing, and mandatory equal‑opportunity language.

Minnesota State University, Mankato generally requires a formal search process for hiring but allows temporary interim or acting appointment, lasting no more than one year and approved through an ePRF, when immediate staffing needs or employee absences occur.

This article outlines the complete, step‑by‑step hiring search process at Minnesota State University, Mankato, from initiating a search request through interviews, selection, and final documentation, to guide managers and search committees in conducting consistent, compliant, and equitable searches.

Human Resources centrally manages employment advertisement placement to secure discounted rates, requiring departments to submit ad requests at least a week before publication deadlines, cover associated costs, and follow established timelines and procedures for specific publications.

The university outlines the required process for reimbursing candidate and committee travel expenses, including vendor registration, strict receipt and form requirements, prohibited direct payments, and approval steps to ensure compliance with state policies.

This article covers the documentation required to be turned in to Human Resources at the end of a search.

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 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 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.