Hiring Manager's FAQ's
Find answers to common questions about requisitions, applications, interviews, and hiring requirements.
You have been entered as an approver in the approval path of the requisition or offer card. Clear your cache and attempt to log onto CHRS Recruiting to resolve the issue. If the aforementioned does not yield the desired result, you likely do not have the appropriate permission to approve. Please email talentacquisition@csun.edu to request your access is reviewed.
Applications are available immediately in the requisition via CHRS Recruiting. If you do not have access to the requisition contact your department coordinator so that they can add you as a search committee member in the requisition.
All applications received during the initial review period (generally two weeks), must be considered by the hiring department or search committee (once the applications are screened against the stated minimum qualifications of the job posting). If a sufficient number of qualifying applications have been received during the initial review period, it is highly encouraged to have the posting removed from the CSUN careers page to ensure no additional applications will be submitted. You should email talentacquisition@csun.edu to request removal of the posting from the CSUN careers page.
Talent Acquisition recommends that 3-7 applicants are interviewed, but depending on the quantity and quality of the pool, the number of interviewees may be more. In addition, if you are conducting a CSUEU (Unit 2, 5, 7 and 9) recruitment the following applies: Any CSUEU-represented employee currently employed at the campus for which a position has been posted, who has applied for the position, and meets the minimum qualifications, shall be interviewed.
All applications received in the initial review period must be reviewed/considered. In general, if the position is posted and you continue to receive applications, those applications should be reviewed and considered. The initial review of the applications may be conducted by a designated person in the hiring department who then forwards the applicants who meet the minimum qualifications to the committee members for further review.
The purpose of the Selection Committee is to bring a variety of perspectives and insight to the interview process. Talent Acquisition recommends that the committee is comprised of at least three members. When a Selection Committee is utilized for a position within bargaining units 4 or 6, a Collective Bargaining Unit member shall serve on the Committee. Selection Committees are formed to evaluate the applicant pool, determine which candidates will participate in the interview process, and, actively conduct the interviews.
The hiring department should maintain all records related to the search for a period of 10 (ten) years from the completion of the search. Talent Acquisition does not require a copy of the questions asked in the interview process, but asks that the records be available for review in case of inquiry.
Two reference checks are generally conducted on a top candidate(s) after campus interviews. The hiring supervisor must obtain a minimum of one successful reference check from a supervisor or someone in a position that can speak to the candidate's work performance. For further information:
No, you cannot ask applicants about their current or past salary. California law (Labor Code Section 432.3) prohibits employers from asking job applicants about their salary history, including current or past compensation.