Carla Anderson-Kohn

Associate Director, Compensation & Employment

Our Hiring Responsibility at Pepperdine University

We hire for best fit:

In order to serve the University.

To provide a great career opportunity.

We create goodwill for the University throughout the

process.

We effectively welcome new employees to our

community.

We remain in compliance with federal and state

employment laws at all times.

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Hiring for Best Fit: Points to Consider

1. Does the candidate have the right skill set,

experience and background for the position?

2. Is the candidate a mission fit for Pepperdine

University?

3. Does the candidate have the interpersonal

skills, characteristics and traits needed for

success in the role, office, department, and

University?

4. Will the candidate fit into your team?

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The Position Description

Comprehensive list of the duties of the position

“Other duties as assigned”

“Supportive of the Christian mission”

List of the required and preferred qualifications for the

position

Serves as a point of reference for: Employee

Supervisor

Human Resources

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Posting the Job

Human Resources creates the job posting from the

position description.

Utilize disqualifying questions for required qualifications.

Utilize open-ended questions to help narrow your

candidate pool.

All regular full-time staff positions must be posted on

https://jobs.pepperdine.edu for a minimum of 5 business

days.

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Advertising the Position

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Advertising broadens and strengthens the diversity of the applicant pool.

Human Resources sponsored advertising:

Higheredjobs.com

Career fairs

Chronicle of Higher Education

Information distributed to local churches

Human Resources, in partnership with Graystone

Advertising, will coordinate with the department to target

additional audiences.

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The Selection Process: Reviewing Resumes

The purpose of resume review is to narrow the pool of

applicants.

Review all applications, cover letters and resumes.

Use open-ended questions in the posting.

Look for exceptional responses.

RED FLAGS:

Spelling, Grammar, Punctuation Problems

Short-term Work Assignments/Gaps in Employment

Lack of Attention to Detail

Evidence that a Career has Plateaued or Regressed

Failure to Follow Directions

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The Selection Process: Reviewing Resumes

Send additional questions.

Present a real scenario related to the day-to-day duties

of the position.

Utilize the Interview Guide in the On-Boarding Kit.

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The Selection Process: Communicating with Applicants

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Create goodwill for the University by communicating

with applicants.

Responding in a timely manner shows respect for the

applicant and saves you time.

Utilize sample language provided by

Human Resources.

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The Selection Process: Interviewing

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Interview after narrowing the applicant pool and

communicating to those applicants not selected.

Phone Interviews

Prepare questions in advance. Ask the same questions.

Purpose: to further refine list of candidates to meet in

person.

In Person Interviews

Prepare questions in advance.

Ask the same questions.

Include your supervisor.

Consider involving trusted colleagues, or key

members of your team.

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Hiring Manager Tools: Vetting Finalists

Background Check

Social Media Check

Basic Internet Search

Check References

Internally: talk with current/former supervisor; review the employee’s personnel file.

Skills Testing

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Responsible Hiring Best Practices:

Building Strong Employee Relationships

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The first day and first week are very important!

1. Provide regular feedback.

Praise outstanding performance.

Address areas that need improvement.

2. Provide growth and development

opportunities.

Questions?