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Recruitment Procedures

Recruitment Procedures

Notice of a vacant position will be posted for at least five working days before an employment offer may be made to any candidate. Jobs will be posted using any combination of the following methods: SCU employment opportunities website, an official University publication, media advertising or some other method deemed appropriate by Human Resources.

Posting Timelines (once all documents are received):

  • No changes to the job description will be posted within 2 business days.
  • Vacant reclassifications will be reviewed and posted within 5-7 business days.

All applications must be completed through the SCU employment opportunities website. 

The hiring manager will select applicants whose skills, education and experience best meet the qualifications of the position. The most qualified applicants will be invited to interview with a search committee, hiring manager, and others who are able to evaluate them against selection criteria. Work sampling and other valid testing may be conducted to allow applicants the opportunity to demonstrate relevant skills and abilities. Final candidate(s) for selection will be chosen based on results of interviewing and testing.

Hiring managers must complete three reference checks of external candidates. In the case of candidates who are currently employed by the University, an Internal Transfer Application form is required.

One reference check is required from current supervisor for internal applicants that are identified as the finalist.  The hiring manager should give the internal applicant sufficient notice of the impending reference check and the internal applicant should advise their current supervisor that the hiring manager will be in touch. It is strongly recommended that you review the internal applicant's performance documents. This may be done in lieu of two additional reference checks. Contact your Senior HR Partner to schedule an appointment to review the performance document.

Please contact your Senior HR Partner prior to extending a verbal offer of employment. Offers of employment, including starting salaries and other terms, are coordinated through Human Resources. No offer of employment is binding upon the University until it is confirmed in writing to the candidate by Human Resources. 

It is the responsibility of the internal applicant to notify the current supervisor of a pending offer. An internal candidate who accepts another position in the University must provide the current department with a minimum of two weeks advance notice before transfer to the new position. Exceptions may be made by agreement of the current and new departments.

Subject to the terms of Employment Categories policy, employees retain their original start date with no break in service when moving to other University positions. However, changes in benefits may occur when a current employee moves between University positions if there is a change in benefit eligibility associated with the new position.

In appropriate circumstances, the hiring department, with the approval of Human Resources, may use search firms for Executive level opportunities. All applicable University hiring and salary offer procedures must be observed. Fees incurred will be the responsibility of the hiring department.

The University generally does not pay moving and relocation expenses of newly hired individuals. Exceptions may be made by departments with difficult to fill positions and with approval of Human Resources and the area Vice President or Provost. Reasonable relocations costs if paid by the University, are charged to the hiring department. 

Federal law requires all new hires to complete an Employment Eligibility Verification (form I-9) and provide documents that establish identity and employment eligibility within 72 hours of beginning work. 

Santa Clara University does not sponsor work visas for staff positions. If hired, individuals must independently provide proof of their eligibility to work in the United States.