• Step 1: Position Vacancy
• Step 2: Posting the Position
• Step 3: Applicant Management
• Step 4: Interview Process
• Step 5: Reference Checks
• Step 6: Making an Offer
• Step 7: Notifying Unsuccessful Applicants

Send an up-to-date job description to the Human Resources Generalist using the job description template. 

Send the completed position requisition form to the Human Resources Generalist to post the new position.  The form requires signature from your manager.  If it is a new position the form requires signature from your manager plus the appropriate Vice-President to obtain approval. 

Once the position has been approved, evaluated (if necessary), an up-to-date job description (including position location and shift) and sign position requisition form has been submitted to the Human Resources the position will be posted.

Internal/External posting: The positions shall be posted internallly/externally concurrently for five (5) consecutive working days on the University website.  Leadhands will post the position on all designated bulletin boards.

Once a candidate submits their application they are actively engaged in the recruitment and selection process.

a. Applicant Management: All applications will be forwarded by Human Resources to the hiring manager in order of priority (i.e. internal then external) the next day following the closing date via e-mail.

b. Applicant Assessment: The hiring manager and the Human Resources Generalist will determine the applicants that appear to meet the qualifications listed on the job posting.

The interview is a critical component in assessing and determining the candidate that meets the qualifications listed to perform the essential duties of the position.

a. Selection Team: Typically, the appropriate manager and the Human Resources Generalist will attend the interview.

b. Developing the Interview Guide: The Human Resources Generalist can assist the hiring manager in the creation of the guide.  Human Resources does have templates on file for each specific position. For information on how to develop an interview guide please click here.

c. The Interview: Human Resources can contact the candidates to arrage an interview time.  Rooms are available in Human Resources.

The final candidate should be asked to provide employment related references including a supervisor. References should be only be checked for the top candidate. References should not be used to make a final decision between two or more candidates.  The reference check is to substantiate the hiring decision.  Reference checks can be completed by the hiring manager or the Human Resources Generalist. 

Once you have selected your top candidate and successfully completed reference checks, you are in a position to make the candidate a formal offer of employment.

a. Determining the Salary: For internal and external candidates please refer to the CUPE salary grid, scroll down to Schedule A and identify the single rate for each position.

b. Group Benefit Plan:

      Full-time entitlement: Hours over 1249 hours per year

      Part-time entitlement: Hours between 910-1249 hours per year

      4% in lieu of benefits:  Hours between 910 hours per year

c. The Offer: Human Resources Generalist and the hiring manager will draft an offer letter.

d. Hiring Foreign Workers: When hiring a foreign worker, Service Canada must approve all job offers to foreign workers through positive Labour Market Opinion (LMO).  This process can take up to 20 business days. Click on the link to learn and review more information regarding the process.

The Human Resources Generalist will contact the unsuccessful candidates to let them know of the hiring decision. In some circumstances it may be acceptable for the hiring manager to contact the candidates.