9i传媒有限公司

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Human Resources

Recruitment

9i传媒有限公司 is deeply committed to fostering diversity and ensuring equal employment opportunities for all qualified individuals. We actively seek to recruit outstanding, student-focused, and diverse faculty and staff from Maryland, across the United States, and around the world. The university is dedicated to promoting equal opportunity and diversity in every department. 9i传媒有限公司 strives to hire talented faculty and staff who are passionate about supporting a collaborative, high-quality learning environment and who are committed to excellence in all that they do.

Effective July 1, 2024, 9i传媒有限公司 implemented Workday to enhance and streamline its recruitment process.

Other areas of focus:

  • Confidentiality
  • Negotiation
  • Training

The Recruiting Process

  1. The hiring manager must complete a Position Request Form (PRF) for the position they wish to fill. The form should be fully completed with clear, concise, and bulleted information. Incomplete forms will be returned to the requesting manager, causing delays in approval and posting.
  2. Once the PRF is approved, the Employment Specialist will input the position details into Workday. This will trigger the final approval step before the position is posted on the 9i传媒有限公司 Careers page.
  3. The hiring manager, interview chair, and any panel members will receive an invitation from the Employment Specialist to attend an informational meeting regarding the open position.
  4. During the meeting, the Employment Specialist will review the approved PRF and provide useful information to help simplify the process.

Additional recruitment strategies may be implemented as necessary.

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Candidate Selection Process

  1. Job Posting: All available positions are listed on the 9i传媒有限公司 Careers page, with a detailed job description and information on the first consideration dates for each position.
  2. Application Review: Resumes and applications are reviewed to identify candidates who meet the required qualifications. All departments will use a Minimum Qualifications Tracker to assist in this process.
  3. Initial Screening: A brief phone screening is conducted with candidates who meet the minimum qualifications to assess their experience, basic qualifications, and cultural fit.
  4. In-Person or Final Interview: Top candidates are invited for in-person or more thorough interviews to evaluate their skills and fit for the role.
  5. Reference Checks: References provided by the candidate are contacted to confirm their qualifications and employment history.
  6. Job Offer: The selected candidate is offered the position, including details regarding salary, benefits, and start date.
  7. Onboarding: Once the offer is accepted, the onboarding process begins to smoothly integrate the new hire into the organization.

This process ensures a clear and consistent evaluation of candidates.

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Candidate Experience

At our institution, we prioritize creating a positive and effective candidate experience throughout the interview process. From the initial contact to the final decision, we are dedicated to ensuring that each candidate feels valued and well-informed. Our goal is not only to find the right person for the job, but also to identify the best fit for both the position and our institution’s culture. We believe in transparent and timely communication, keeping candidates engaged and informed at every step. By fostering an environment of respect and openness, we aim to make the process a positive experience for everyone involved, ensuring that both candidates and our team can confidently assess whether we are the right match for one another.

Interviewing Information

  1. Prepare: Review the candidate's resume and job description beforehand.
  2. Create Comfort: Ensure a welcoming, distraction-free environment for the interview.
  3. Ask Clear Questions: Use a mix of behavioral and technical questions to assess skills and fit.
  4. Focus on Key Competencies: Evaluate candidates based on the role’s essential skills.
  5. Listen Actively: Pay attention to both verbal and non-verbal responses.
  6. Be Consistent: Ask all candidates the same core questions for fair comparison.
  7. Assess Cultural Fit: Consider how well the candidate aligns with the organization’s values.
  8. Encourage Questions: Allow candidates to ask questions to gauge their interest.
  9. Follow the Process: Stick to the interview structure and complete necessary assessments.
  10. Be Respectful: Treat candidates professionally, ensuring a positive experience.

This approach ensures a fair, effective, and insightful interview process.

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