Glossary

 

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Accountable: The responsibility assignment matrix (RACI) for which the Competitive Recruitment guide follows, describes the participation by various roles in completing tasks for the Competitive Recruitment process. The Accountable role in RACI is the individual who is ultimately answerable for an activity or decision. This includes “yes” or “no” authority and veto power.

Applicant: An individual who applies to a posted position via our online applicant tracking system, PeopleAdmin, and satisfies the stated minimum qualifications of the position outlined in the classification description.

Attribute: A quality or feature regarded as a characteristic or inherent part of someone (e.g., flexibility).

Candidate: An Applicant who meets the stated minimum qualifications for an announced position and receives consideration for employment by the hiring department. Evaluations made in determining who is a Candidate must be based on job-related criteria and departmental need.

Charge: The process by which the hiring manager provides clear and precise instructions to the Search Committee regarding their role in helping to find the best Candidate to fill the position, the performance expectations for the position, and information on the qualities Candidates should possess.

Competitive Recruitment: The process of Applicants competing for an open position in a school/ department/division.

Competency: Competencies are the measurable or observable knowledge, skills, abilities, and behaviors critical to successful job performance.

Consultant: The Responsibility Assignment Matrix (RACI), for which the Competitive Recruitment guide follows, describes the participation by various roles in completing tasks for the Competitive Recruitment process. The Consultant role in RACI is an individual(s) or subject matter expert that provides input prior to a decision being made or action being taken.

Disposition: The process of updating an Applicant’s application status in PeopleAdmin. For example, the Applicant status is changed from “under review” to “recommend for interview”. Additionally, Disposition is the process for indicating the reasons why an Applicant was not selected. For example the reason an Applicant was not selected is changed to, “does not meet minimum qualifications.” A change in an Applicant Disposition may trigger an automated email to the Applicant. Updating an Applicant’s Disposition ensures the university has accurate records to monitor compliance with EEO/AA for completion of the annual Affirmative Action Plan (AAP).

Finalist(s): Finalist(s) in this Competitive Recruitment guide are defined as individual(s) identified by the search committee (after the appropriate résumé screening, interviewing, etc.) as the final few top individual(s) competing for the job.

Informed: The Responsibility Assignment Matrix (RACI), for which the Competitive Recruitment guide follows, describes the participation by various roles in completing tasks for the Competitive Recruitment process. The Informed role in RACI is the individual(s) who is kept up-to-date on the progress after a decision or action is taken and takes action if appropriate.

Position Description: A formal document that summarizes the important functions of a specific job, using clear and concise language. It should accurately represent actual duties and responsibilities as well as job specifications.

Responsible: The Responsibility Assignment Matrix (RACI), for which the Competitive Recruitment guide follows, describes the participation by various roles in completing tasks for the Competitive Recruitment process. The Responsible role in RACI is the “doer”. The “doer” is responsible for action/ implementation and completion of tasks.

Selected Candidate: For the purposes of the Competitive Recruitment guide, the Selected Candidate is the finalist identified by the hiring manager to fill the position and proceed with the conditional offer.

Sourcing: Sourcing is proactive searching for qualified job Candidates for current or planned open positions; it is not the reactive function of reviewing résumés and applications sent to the company in response to a job posting or pre-screening Candidates. An example of a Sourcing technique is scouring LinkedIn profiles to search for qualified individuals who could be invited to apply to an open position.