Recruit Benefits-Eligible Staff

The steps below will assist you in recruiting a benefits-eligible staff member. For assistance, contact Staffing Services, Stanford's in-house recruitment experts.

Complete the Job Posting Form

Submit the Job Posting Form along with the job description to your local Human Resources department for posting in Taleo Recruitment Manager. Allow one to two business days for posting.

Review resumes, conduct interviews and select the final candidate

Interviewing Guidelines Behavioral Interviewing Questions

Roles posted in Taleo will require candidates to submit an application form online. You no longer have to collect the Stanford University (SU) application from interviewed candidates as this information is submitted with an electronic signature during the application process in our Applicant Recruitment & Tracking System. Any form of pre-employment testing must approved by Staffing Services.

Conduct reference checks

Want to learn more about reference checking? Listen to this podcast.

Conduct at least two reference checks. If the applicant is currently a Stanford employee, please contact their Human Resources manager to coordinate a review of their personnel file.

Review Reference Check Guidelines

Download Reference Check Form

Determine the salary to be offered

Consult with your Human Resources manager and/or budget manager to determine starting salary.

Factors to consider when determining salary offers:

External New hires	internal new hires	Bargaining Unit Hires
Candidate’s knowledge and skills related to the role Candidate’s previous experience related to the role Market rate for the job to be filled Internal equity – how pay compares to that of the current incumbent or incumbents with comparable skills and experience Manager/subordinate pay – how candidate’s pay would compare to his/her manager Candidate’s current pay as well as existing short and long-term incentives Sign-on bonus may be considered for a new hire in unique situations See Bonus & Incentive Guidelines for additional information	Candidate’s knowledge and skills related to the role Candidate’s previous experience related to the role Market rate for the job to be filled Internal equity – how pay compares to that of the current incumbent or incumbents with comparable skills and experience Manager/subordinate pay – how candidate’s pay would compare to his/her manager	If you are hiring a staff member into a bargaining unit job, base pay information is located in the contractual agreements between Stanford and the unions. SEIU Higher Education Workers Local 2007 2014-2019 Agreement Stanford Deputy Sheriffs' Association 2015-2020 Agreement

External New hires

internal new hires

Bargaining Unit Hires

Candidate’s knowledge and skills related to the role
Candidate’s previous experience related to the role
Market rate for the job to be filled
Internal equity – how pay compares to that of the current incumbent or incumbents with comparable skills and experience
Manager/subordinate pay – how candidate’s pay would compare to his/her manager
Candidate’s current pay as well as existing short and long-term incentives
Sign-on bonus may be considered for a new hire in unique situations
- See Bonus & Incentive Guidelines for additional information

Candidate’s knowledge and skills related to the role
Candidate’s previous experience related to the role
Market rate for the job to be filled
Internal equity – how pay compares to that of the current incumbent or incumbents with comparable skills and experience
Manager/subordinate pay – how candidate’s pay would compare to his/her manager

If you are hiring a staff member into a bargaining unit job, base pay information is located in the contractual agreements between Stanford and the unions.

For more information on compensation and setting base pay, visit the Administrative Guide Memo 2.1.5 and our Staff Compensation webpages.

Initiate background check through local HR

A background check may run concurrently with the preparation of an employment offer. Occasionally, you may need to send a contingent offer letter while the background check is still in progress, to reassure the candidate. You cannot enter a candidate into Stanford's employment system until a background check is completed and the candidate "passes."

To access the contingent offer letter template, please speak with your local HR representative.