Human Resources Guidelines for Recruitment
Purpose
As an institution of higher education, and as part of its responsibility as a leader in higher
education in southwest Florida and beyond, Florida Gulf Coast University commits to actively
develop a diverse campus community. It is an important goal of Florida Gulf Coast University to
provide students, faculty and staff with the opportunities to interact with colleagues from the
widest possible range of backgrounds, perspectives, and experiences.
It is also a goal of Florida Gulf Coast University’s Affirmative Action program to provide for a
formal and consistent recruitment framework in alignment with the University’s mission and
goals. It is the shared responsibility of Human Resources, Hiring Authorities, Hiring Officials,
and all faculty and staff to ensure that these procedures are followed, that information about all
position openings reaches the broadest possible range of appropriately qualified people, and that
special care is taken to assure that recruitment information reaches members of traditionally
underrepresented groups.
Scope
This document is intended to guide the recruitment, selection, and appointment of all positions,
as defined in the Policy and Procedure on Waiver of Position Vacancy Announcement and/or
Advertising (FGCU Policy 1.009).
Responsibilities
Human Resources is responsible for the oversight of the employment process and for ensuring
compliance with all federal, state, and University regulations and policies. Human Resources
collaborates with the Hiring Official to consult in the recruitment process with respect to
development of selection criteria, attracting a diverse pool of applicants, creating a welcoming
experience for candidates, assistance in selection, and guidance on making an offer.
Hiring Authority is the President, or his/her designee, as applicable. The Hiring Authority retains
authority for final decisions and approves the recruitment, selection, and appointment of any
and/or all positions and individual(s). The Hiring Authority, or his/her designee, delivers the
charge to the committee or panel and ensures the search occurs within the confines of the charge
and ensures the committee or panel works within compliance of all laws, statutes, regulation, and
policy, as applicable.
Hiring Officials are the individuals to whom the position reports, or his/her designee. They have
the authority to select committees or panels and to make hiring recommendations to aid in the
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Hiring Authority’s decision regarding selection of the final candidate. They may make other
decisions related to assigning roles and responsibilities to other employees during the recruitment
process.
Committee/Panel Chair is the person responsible to facilitate the search. The Chair facilitates
administrative support and acts as liaison between Human Resources, the Hiring Official,
committee/panel members and others involved in the recruitment process. The Chair works to
ensure a quality candidate experience.
Peer Advisory Committees are used for faculty searches and consist of faculty members who
assist in the faculty search process and provide information and feedback to the Hiring Official
to aid in the Hiring Authority’s decision regarding selection of the final candidate.
Panels are to be used for staff searches and should consist of employees who have subject matter
knowledge of the vacant position and/or frequently interact with the position. Panel members
provide information and feedback to the Hiring Official to aid in the Hiring Authority’s decision
regarding selection of the final candidate.
Search Committees may be used for searches at the Dean/Director level and above. Search
committees members participate in the search process by making recommendations regarding
selection of the final candidate.
Procedures
The Recruitment Process has four stages: Plan, Search, Interview, and Hire.
Plan
Effective recruiting starts with a well-planned strategy. In collaboration with the Office of
Human Resources, the Hiring Official will develop the position description and a recruitment
strategy.
Once the Hiring Authority approves the recruitment strategy, the advertisement will be posted on
FGCU’s on-line applicant tracking system, EagleJobs, as well as, other appropriate venues to
attract a highly qualified and diverse applicant pool.
Search
All applicants, both internal and external, must apply through EagleJobs by completing the
application and submitting any other specified documents. FGCU does not accept paper
applications.
Anyone serving on a panel or committee must have received training prior to the start of the
recruitment, but no later than within the last three years.
HR Guidelines for Recruitment
Interview
All interviews are to be conducted in compliance with federal, state, and University regulations
with respect to employment.
Throughout the recruitment process, Human Resources will consider requests for
accommodation of disabilities and religious beliefs. Human Resources will assist such requests
by working with the Office of Adaptive Services.
Hire
All verbal offers of employment must be approved by the Hiring Authority and in consultation
with Human Resources. Approved verbal offers of employment are made by the Hiring Official
and written offers of employment are made by Human Resources, or the Hiring Authority, as
applicable.
All offers of employment are contingent upon successful completion of a background check.
Start dates must be made in consideration of the length of time it takes to complete the
background check. Selected candidates may not begin work prior to the completion of the
background check process and on-boarding session in Human Resources.
Any questions should be addressed to Human Resources at 239-590-1400.
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