AP & Faculty Search Process Options
Determine the Type of Search
When defining the position for your upcoming hire, a determination needs to be made about which type of search will be used. Review the options below.
Best Practices
- A regular search should be conducted whenever possible.
- A waived search should only be considered when it is in the best interest of the university and fits the approved criteria used to justify the waiver.
This is the normal search process. The position will be posted for both internal and external applicants. The Dean/Appointing Officer is responsible for recruiting a diverse pool of qualified applicants.
- Follow the recruitment process.
An expedited search is an abbreviated recruitment search due to insufficient time for a regular search. The posting time length is 5 business days. This process must be approved by the Executive Officer and Affirmative Action before the search process begins. The Appointing Officer is responsible for recruiting a diverse pool of qualified applicants.
- Submit an Expedited Search Request Form for approval and continue to follow the recruitment process.
- Upon approval, position is advertised in appropriate publications for 5 business days.
An internal search is rarely done, and only when it is in the best interest of the university for the selected candidate to have specific experience that is Grand Valley related. This process must be approved by the Executive Officer and Affirmative Action before the search process begins. The Dean/Appointing Officer is responsible for recruiting a diverse pool of qualified applicants.
- Submit an Internal Search Request Form for approval and continue to follow the recruitment process.
- Upon approval, position is advertised in appropriate publications for approximately 1-2 weeks as ‘Internal to GVSU’.
Internal Search Criteria and Factors for Consideration:
- Presence of any contrary provisions or restrictions in a collective bargaining agreement (if applicable)
- The subject-matter expertise/experience required for the position can only be found with an internal candidate pool
- The position must be open to all internal applicants (may not limit applicants to specific units or departments)
- Applicants must submit their applications via the Workday "Careers Hub" in their employee profile
- Formal recruitment plans with Inclusion Advocate participation must be submitted for approval
A waived search is rarely done, and only when it is in the best interest of the university. It must fit the approved criteria used to justify the waiver, such as conducting a formal search for an adjunct position that is now being converted to a regular position. This process must be approved by the Affirmative Action/Equal Employment Opportunity Office.
- Consult with your HR Business Partner and the Affirmative Action/Equal Employment Opportunity Office ([email protected]) prior to submitting your new job requisition to determine whether it is likely to be approved.
- Obtain approval from Vice President or designee prior to submitting your new job requisition.
- Indicate the request for a search waiver when completing the new job requisition in Workday (see step 11).
- Wait for approval from the Affirmative Action/Equal Employment Opportunity Office.
Visit the AAEEO Search Waiver page for more information.