Recruitment Procedures and Internal Posting Guidelines

At Fordham, we are dedicated to finding and hiring exceptional talent who will contribute to our mission of academic excellence and intellectual growth. Our recruitment process is designed to be fair, transparent, and inclusive, ensuring that we attract a diverse pool of qualified candidates. Whether a seasoned professional or a recent graduate, we invite applicants to explore the opportunities available at Fordham University and join our vibrant community of learners and scholars.

The following procedures apply to Administrative, Clerical (Local 153) and Maintenance (Local 810) positions. For Clerical and Maintenance positions, please also refer to the applicable CBA for any provisions concerning job openings and hiring. In the event of a discrepancy between this Policy and the provisions of a CBA, the CBA shall take precedence.

Job Descriptions

Prior to initiating the process of creating a new position or filling a vacant one, a hiring department should assess its current needs, operational requirements, and budgetary constraints.

In collaboration with the Office of Human Resources Management (HR) and the Office of Finance (Finance), the hiring department must craft and refine job descriptions, establish suitable salary ranges, and secure the requisite approvals. A Position Request and Approval Workflow must be submitted by Department or Area Designees to initiate the posting of a position.

The finalized job description includes Position Title and Classification information, Position Summary, Management Responsibilities, Required and Preferred Qualifications, and any Additional Functions.

Job Postings

Administrative Postings: Job descriptions for an employment opening for an Administrator position must be posted for at least ten business days on the Fordham University Career Portal.

Clerical Postings: Job descriptions for an employment opening for a Clerical position must be posted for at least five business days on the Fordham University Career Portal.

Maintenance Postings: Job descriptions for an employment opening for a Maintenance position must be posted for at least fifteen business days on the Fordham University Career Portal before being offered to an external candidate.

Part-time Non-benefited Positions: All part-time benefited administrative positions require the approval of the Area Vice President or Provost and the Office of the Budget. However, part-time positions which are less than 20 hours per week do not require official posting within the University. If you would like to post a position on the HR website, please email [email protected].

Outreach and Equal Employment Opportunity

The goal of recruitment is to attract a diverse pool of qualified applicants. Therefore, when there is a need to enhance the applicant pool, external recruitment methods should be utilized. This can be achieved through a variety of methods, including but not limited to, advertising on appropriate  sites, sharing through professional organizations and networks, and communicating vacancies on listservs with other colleges and universities.

Positions posted on the Fordham University Career Portal are automatically posted to LinkedIn. Additionally, HR posts on job boards of mission-focused sites such as AJCU and the Association of Catholic Colleges and Universities, and DEI-focused sites such as Diverse Jobs, Recruit Military, Disabled in Higher Ed, LGBT in Academia and HBCU Careers. For entry level jobs, HR may post on Handshake to target recent graduates. For more detail, visit our Advertising a Position webpage. If a hiring manager would like guidance on posting on industry-specific sites, they should contact [email protected].

Fordham University utilizes LinkedIn Recruiter, a tool that helps recruiters and talent acquisition professionals find, engage, and attract top talent. It offers advanced search features, personalized messaging, candidate engagement tools, talent pipelines, and analytics to streamline outreach efforts and improve hiring outcomes.

EEO Statement for Job Postings

All job postings shall include the following statement:

Fordham University is committed to excellence through diversity and welcomes candidates of all backgrounds.

Fordham University is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.

Job Application Process

All applicants for administrative, clerical, and maintenance positions, unless the recruitment is handled by a search firm, must submit their applications through the Fordham University Career Portal (PeopleAdmin, our Applicant Tracking System). As part of this process, applicants will be required to complete an online application form and attest to the accuracy of the information provided.

Pre-Screening Applicants

The University's Applicant Tracking System includes preliminary screening questions designed to eliminate candidates who do not possess the minimum qualifications for a position.

A member of the Talent Management Team or a representative from the Hiring Department should conduct an initial review of all applications, including attached cover letters and resumes, to verify that applicants meet the minimum requirements.

This initial review may involve a phone screening to confirm qualifications, clarify credentials, discuss salary expectations, determine availability, and allow the applicant to ask questions about the position.

Interviewing Candidates

Refer to our section on Interviewing, which includes sample evaluations, behavioral-based interview questions, questions to avoid and courses on unconscious bias.

Skills Testing

Talent Management may conduct skills testing on basic office applications for candidates seeking Administrative positions, provided that the testing is relevant to the job, justified by business needs, and adheres to all applicable laws.

Employees covered by a Collective Bargaining Agreement should consult their CBA for specific guidelines regarding candidate skills testing.

Reference Checks

A member of the Talent Management team or representative of the hiring department may check references  before making the applicant a conditional offer of employment.  To check references with the applicant’s current or most recent employer, the candidate must authorize it is okay to do so on their application submitted through the Applicant Tracking System.

Review Best Practices for Conducting Reference Checks.

Background Screening Policy

Formal offers of employment may not be made until the prospective candidate successfully completes the background screening process. Please refer to the Fordham University Background Screening Policy or contact the Office of Human Resources Management for further information.

Offer Letter

Applicants offered a position will receive an offer letter from HR setting forth the terms and conditions of their employment, including the start date for the position, compensation and benefits, any required and recommended training, date of new hire orientation and any contingencies upon which the offer is based.