The hiring process at Tufts involves five major steps: creating or reviewing the job profile, posting the job, conducting interviews, making an offer, and onboarding. The individual steps vary depending on the position type, each of which is outlined below.
Current employees can use our applicant-tracking database, Tufts Careers, to apply for staff positions at Tufts. Human Resources Talent Acquisition Specialists use it to manage candidate sourcing, advertisement of job postings, and partnering with hiring managers to review candidates for consideration. There is a self-guided “just in time” eLearning module on Tufts Learning Center called Tufts Careers Toolkit for Hiring Managers, which contains 4 modules: Tufts Careers Overview; Working with the Tufts Talent Acquisition Team; Creating a Requisition; and Candidate Management. Tip Sheets and FAQs can also be found here under the Resources tab.
Writing the Job Profile
Describing the content of the job helps managers and their staff in a number of ways:
- It summarizes the general responsibilities and competencies of a position
- It is a tool to use in the course of hiring new or additional staff
- It determines possible fit within career ladders, during the compensation data and manage internal equity reviews
- As a framework for reviewing performance
Your Human Resources Business Partner can help you summarize the primary functions and core duties for each position.
Standard Job Profiles are available for most administrative, research, and program or project positions. You can get copies of these profiles from your Human Resources Business Partner.
Creating a New Job Description - You do not need to create a new job profile each time you have an opening. If there have been substantial changes to an existing job or a new position has been added in your department, contact your Human Resources Business Partner to work with you through the process with you.
Job Posting and Interviews
- Standard Job Profiles are available for most administrative, research, and program or project positions. You can get copies of these profiles from your Human Resources Business Partner.
- Creating a New Job Description - You do not need to create a new job profile each time you have an opening. If there have been substantial changes to an existing job or a new position has been added in your department, contact your Human Resources Business Partner to work with you through the process with you.
Making an Offer
- Once a finalist candidate is selected by the hiring manager the Talent Acquisition Specialist can
- HR conducts background and reference check processes.
- The Talent Acquisition Specialist works with the hiring manager to determine the offer and the Specialist makes the offer to the candidate.
- After candidate accepts offer, written offer is sent via email
Human Resources provides guidance about the different levels of background checks conducted, based on the level and responsibilities of the position. Outside of staff hiring, the HR Background check staff guides university managers on background check processes for prospective and current faculty, staff, temporary workers, students, volunteers, and contractors, depending on the responsibilities of the position. For more information on this policy, please see Tufts University Background Check Procedure (PDF).
Human Resources needs at least fourteen business days before the individual’s start date. Please plan for additional processing time during peak times of the year or depending upon the type of background check that will be required.
Some jobs may require additional certifications for specific work environments or in compliance with licensure, law or regulations.
Will a CORI be included with the Background Check?
Managers should notify HR if any staff, faculty, student, temporary worker or affiliate will work directly with vulnerable populations.
If you are a manager, please contact your Human Resources Business Partner to discuss the process, policies, and procedures around background checks for new or current jobs within your department.
As part of the staff hiring process, all new hires receive a confirmation of hire, starting salary/wage, date of new employee orientation and links to pre-hire, pre-provisioning processes Tufts uses to complete pre-hire paperwork. That process provides the pathway for new staff to complete payroll information, complete I-9 verification and to have credentialing to obtain a staff identification card, parking and other benefits.
All links to pre-provisioning and to meet vaccination/booster and other mandates are included in the hiring letter. Any questions can be addressed to the hiring manager or Talent Acquisition Specialist.
Provided by Human Resources