Faculty Recruiting & Hiring Process
Austin Peay recognizes that employees are its most valuable asset. APSU’s ability to achieve its goals is dependent on the recruitment and retention of qualified, skilled faculty. All decisions are made to ensure fairness, foster an inclusive environment, and remain competitive in the market.
Request to Fill Position
The first step to filling a vacant position is the Department Chair initiates a new requisition. During this process, the job description will be reviewed to ensure it accurately reflects the position, advertising sources are identified, and search committees are formed. It is then routed forward for all appropriate approvals. The average time for the request to recieve all approvals is 7 days. The workflow for approvals can be seen below.
Posting
Once the request to fill is approved by all parties, it will be posted on the Austin Peay website for a minimum of 30 calendar days. Human Resources will place an ad in HigherEdJobs and The Chronicle of Higher Ed. Human Resources will advertise in additional locations should the hiring department wish to do so, however the hiring departments are responsible for the cost of the advertisement.
Review Applications
Applications will be available to Department Chair immediately upon submission. Once the Department Chair/search committee selects candidates for interviews, move candidates to the appropriate phase (example: Selected for Initial Interview). The department will notify, schedule, and perform the interviews.
References should be contacted after final interviews have been scheduled.
Hiring Proposal
Once interviews have been conducted and a candidate has been recommended for hire by the search committee/department, the Search Committee Chair will change the status of the candidate to Recommend for Hire (OIC Review) in Govs Suite.
The Department Chair will receive notification once OIC approves. Then they will extend the verbal offer.
After the candidate accepts the position, the Hiring Manager will then start the Hiring Proposal process in Govs Suite.
Make An Offer
Once the Office of Institutional Culture has reviewed the candidate and interview
documents, the Department Chair will make the offer to the candidate, indicate the
accepted salary and start date, and move the workflow to Human Resources. HR will
generate an employment agreement that will be sent to the employee via Govs Suite. Employment Agreements will not be generated by the Office of Human Resources if a
candidate is deemed not qualified for an advertised position.
Notify Applicants
After receiving the signed contract, HR will mark the posting as filled, which automatically sends rejection emails to all unsuccessful applicants. Before doing this, HR will ask the Department Chair to personally email any candidates who reached the interview stage. Providing a direct, personalized rejection is important because it offers closure and acknowledges the time and effort those candidates invested.