The Vendor is required to provide to obtain recruitment services for permanent placement recruiting/staffing for the department.
- Phase I – organizational consulting
• Work with hiring manager and/or search committee to establish a process, timeline, and transition plan tailored to the needs of the university.
• Work with hiring manager and/or search committee to develop a detailed position description to be used as a marketing tool for the search and share with potential candidates.
• Indemnification clause
• Quality guarantee: if the employee placed by the vendor ceases to be employed by the university within 12 months of their start date, vendor will search for a replacement to fill the original position at no additional professional fee. 
- Phase II – prospective candidate identification
• Externally post and advertise position in partnership with university human resources.
• Research potentially qualified candidates, target appropriate organizations, and make preliminary contact with such candidates to solicit applications for the position.
• Utilize applicant tracking system that allows for office. 
• If vendor does not have an applicant tracking system, they may be set up as an affiliate with the university applicant tracking system.  
• This will include the following:
1. Collect self-identification forms from applicants showing the name, race, and sex, date of application, job title, interview status and action taken for all individuals applying for the position.
• Follows university policy when it comes to providing qualified applicants reduction in force preference and veteran preference.
1. Interview veterans’ preference eligible applicants who meet minimum qualification, subject to the veterans’ preference procedure
2. Contact university human resources regarding any applicant claiming reduction in force preference to verify eligibility.
• compile a “long list” of potentially qualified and interested candidates, including background summaries and vetting.
• In coordination with the search committee, review the long list select those candidates that merit an interview.
• Provide tool for collecting applications, securing candidate materials, and sharing candidate materials with search committee.
- Phase III – candidate contact, evaluation, and presentation
• Work with search committee to arrange interviews (including travel arrangements) when appropriate.
• Provide consulting and direction on interview techniques and questions to foster meaningful interviews with the candidates.
• Attend and participate in interviews (as requested by the search committee) and provide input regarding finalists.
- Phase IV – select finalists and consulting with the university on final interviews.
• Assist search committee to select 3-5 final candidates to forward to the hiring manager.
• Evaluate and validate all final candidates work history, education and references.
• Obtain local and national public records, education history, compliance reports, media and social media review on all final candidates.
• Conduct thorough background checks of the final candidates.  (Note that the university has an approved vendor to conduct the criminal background checks, including local and national court records).
• Provide the search committee and/or hiring manager with consulting and direction on interviewing and selection.
• If requested, act as liaison on behalf of university in negotiating agreements with selected candidates.
- Contract Period/Term: 5 years
- Questions/Inquires Deadline: June 24, 2025