Talent Acquisition

Hiring managers, HR partners, and the Talent Acquisition team all work together during each step of the hiring process. All hiring managers, HR partners, and staff involved in the search and/or recruitment for a university administrative position should familiarize themselves with the guidelines and templates provided. For an in-depth overview of the Search and Hiring process, please review Search and Hiring at The New School: A Guide to Search and Hiring Best Practices.

There are five steps to initiating and completing a successful recruitment cycle.

Position Approval
Ensure you have obtained appropriate departmental authorization; then submit a Job Description and Recruitment Plan to the director of Talent Acquisition, the talent manager, and the talent engagement coordinator.

Posting a Position
Once authorized by HR, the position can be posted through MyDay Recruiting, depending on the position type. Please consider external advertising venues.

The Search
Once the search committee is composed, the hiring manager will ensure the Charge is sent to all committee members, including the director of Talent Acquisition, by email (before interviews are conducted). The Charge will outline and include all pertinent information regarding the search process as well as implicit bias training information.

Develop and use a core set of behavioral interview questions and rubric consistently for all interviews. Retain this information, as HR will request it during selection.

Review and consider all internal and external applicants. Ensure all candidates are "ranked/tiered" in PeopleAdmin, as this will provide information for the EEO report. 

Selection
Once a finalist is selected, the Search Committee chair (if charged to do so) or hiring manager will notify the director of Talent Acquisition and talent manager by email and initiate the Hiring Proposal in MyDay, if necessary. Please include all rubrics and search committee recommendations. HR will then review the EEO report. HR will notify the unit when the Hiring Proposal can be submitted through PeopleAdmin. 

Making the Offer
Once the Hiring Proposal is approved, the hiring manager will extend a verbal offer to the finalist. The hiring manager will then notify HR if the offer has been accepted, and HR will send the finalist an offer letter within 24 to 48 hours. Onboarding in MyDay will begin once the candidate returns the signed offer letter to HR.

Onboarding & Introductory Period 
During their first few weeks of employment, new employees are invited to orientation and training programs, in which they become acquainted with who we are and all of our systems. New employees join a cohort that periodically comes together both in person and virtually to foster belonging and trust and to explore ways each community member can apply their own uniqueness and creativity to support our students and institutional mission. 

An  Introductory Period takes place during the first 90 calendar days of employment following hiring for non-union administrative staff positions. This probationary period gives an employee time to become proficient in the basic responsibilities of a new position and permits the manager to assess the individual’s performance. During this period, the new employee and their manager communicate frequently to ensure that performance expectations are clear and resources are provided to acclimate the employee to their role. 

We support career advancement and professional development. We strongly encourage staff to take advantage of internal opportunities. To find a list of open, available positions, visit our New School Careers website.

The Office of Human Resources maintains an in-house pool of temporary employees to provide short-term relief workers for office support. Individuals from the in-house temp pool are employed on a per diem basis, earning between $15 and $19 per hour based on experience. They do not receive any benefits. If you are interested in contracting an in-house temp and/or if you know of a good candidate for the pool, please contact Jodie Spencer.

My Day Search Support Role Launch

We are excited to announce that we are launching a new Search Support role in MyDay Recruiting. The Search Support role was established to provide additional departmental search support to hiring managers, search committee chairs, and committee members. Effective February 10, 2023, departmental leadership may request to assign individuals to this role to expand support during the hiring process and to review the progress of active departmental searches.

The addition of this role will allow those given departmental access in MyDay to: 

• Create job requisitions and enter compensation details
• Review and share candidate materials
• View departmental hiring proposals
• Review the progress of departmental* searches

*As associated with the supervisory organization.

For more information or questions, please contact our talent engagement coordinator, Jessica Guzman.

MyDay Recruiting Launch

We are excited to announce that the Workday Recruiting and Onboarding functionality is now live in MyDay. This enhancement will support candidate experience as well as a more efficient and transparent process for internal and external candidates.

To ensure that our hiring processes are smooth and fully supported, we will implement Workday Recruitment and Onboarding in a phased approach beginning with full-time faculty, administrative staff, and union positions (except part-time faculty). Other employee populations such as part-time faculty, student employees, and temporary employees will continue to use PeopleAdmin for their recruiting needs. The Talent Team will be hosting trainings for Workday Recruiting Go-Live that will provide an overview of the system benefits, as well as in-depth trainings to support new and core users.