In general, the university posts vacancies for a minimum of five days in order to provide equal opportunity and to make a good faith effort to provide affirmative action recruitment. Departments also frequently advertise in publications of general circulation or those intended to target applicants with specific qualifications. With limited and specific exceptions, jobs are listed with the Missouri state job service agency when not intending to fill from within the university.

Most competitively posted position openings follow a cycle in five stages as outlined in the categories below. For more information on recruiting, laying groundwork for candidate search and search committees, visit the UM System Recruitment webpage.

Division/Department Hiring Administrator Reviews and Submits Posting

  • Hiring administrator enters the job and marketing information for the job posting into Recruiting module
  • Hiring administrator sets a specific begin and end date for the posting
    • Departments can select a specific posting timeframe or use the following guidelines based on the type of position:
      • Office Administrative Support : 1 week
      • Internal Union: 5 business days
      • External Union: 2 weeks
      • Technical: 2 weeks
      • Administrative Professional: 3 weeks
  • Hiring administrator submits the posting to Human Resources for approval
  • HR recruiter enters minimum qualification screening questions and works with the hiring administrator to develop screening questions for preferred qualifications

HR Recruiter Approves Job Posting and Position Posts to the Website

  • HR recruiter requests security access and receives email from the security team when approved
  • HR recruiter adds requested employees to the hiring team if needed

Applicants Apply Online

  • Applicants complete an application with work history, education, and answer screening questions, etc.
    • In addition, external Applicants complete a personal profile section
    • Applicants remain in “Applied” status (visible only to HR) until screened by HR Recruiter

HR Recruiter Screens and Routes Applications of Qualified Applicants

  • Applications are screened using the automated screening function (screening questions)
    • All applications must be submitted online; any applicants who forward application materials directly should be directed to submit the application online.
  • Applications meeting minimum qualifications and preferred qualifications, if applicable, are updated to “Route” status daily, making them viewable to department

Interviewer/Search Committee Conducts Selection Process

  • Interviewer/search committee determines who to interview
  • Hiring administrator updates applicant disposition to record candidates being interviewed, and candidates no longer being considered
    • Hiring administrators are required to identify the individuals being interviewed.
    • Hiring administrators do not need to disposition all applications which are routed to them.
    • Changing the disposition to “Invite for Interview” notifies the HR recruiter of the intent to interview so discipline and separation issues can be checked as a first step in documenting compliance with Equal Employment Opportunity Commission guidelines.
  • Department schedules interview and communicates with the selected qualified candidates

Interviewer/Search Committee Interviews Select Candidates

  • Interviewer/search committee creates an interview plan
    • Number of interviews, as applicable (preliminary phone screening, finalist round, etc.)
    • Determine who will be involved at each point of the selection process
    • Establish where interviews will take place
    • Obtain copies of the job description and departmental organizational chart for reference
    • Check evaluation criteria
  • Interviewer/Search committee plans interview structure and flow
    • Introductions, build rapport, set agenda, describe the job and the university
    • Determine which questions to ask. See HR Policy Manual HR-110 Interviewing for guidelines.
    • Wrap up and next steps.
  • Interviewer/search committee conducts interviews and selects final candidate

Hiring Administrator Checks References and Offer Information

  • Obtain salary approval and prepare a job offer by recording base compensation in the Prepare job offer section of eRecruit with the following:
    • Salary information (including moving expenses and hiring incentive if applicable)
    • Cover letter information (entered in “Comments” field):
      • Rate of pay (hourly rate for non-exempt positions; monthly rate for exempt positions)
      • Approved working title (if applicable)
      • Full-time equivalency (FTE)
      • Anticipated start date
      • Work address
      • Time to report on first day of work
      • Supervisor name and contact information
  • Sets up additional offer approvers in Recruiting module, if applicable
    • Note: The addition of approvers is optional based on Division/Department procedures regarding who approves offers

HR Recruiter Confirms Offer

  • HR recruiter checks the following:
    • Minimum qualifications for the position are met (manually reviews final candidate’s application)
    • Candidate is eligible for hire (e.g., no terminations for disqualifying reason)
    • Department indicated who was interviewed in Recruiting module
    • Offer complies with university policy (e.g., meets administrative guidelines), consulting HR or department personnel if necessary
  • Once approved, HR recruiter creates offer letter and uploads into the “Attachments” section of the job opening

Department/Hiring Administrator Extends Offer

  • After receiving confirmation from HR Recruiter, the hiring administrator may extend the offer to the final candidate.

Offer is Accepted

  • Hiring administrator updates the candidate disposition to Offer Accepted in the recruiting module.
  • HR recruit team receives notification of the accepted offer and sets up finalist for a pre-employment criminal background check through the recruiting module
  • Hiring administrator indicates rejection reason in Recruiting module for all candidates who were interviewed but not offered the job
  • Hiring administrator sends correspondence through Recruiting module for all non-interviewed candidates
  • If the position requires POET testing, Hiring administrator informs HR recruiter of the POET requirement once the final candidate has accepted
  • Candidate schedules post offer employment testing (POET), if applicable

Criminal Background Check and EMPLID Creation

  • In most cases, the final candidate for a university position is required to undergo a criminal background check (CBC). See Criminal Background Check webpage for details.
  • No CBC required: HR Recruit Specialist will notify NER when no CBC is required and NER will initiate the hire e-Form.
  • CBC Required: New Employee Registration (NER) staff monitors the criminal background check (CBC) database for results
    • If the CBC contains any convictions, an HR recruiter reviews for job relevance
    • HR Recruiter adjudicates all CBC reports
    • The finalist cannot begin work until an acceptable background check is returned
  • Based on CBC results:
    • CBC is acceptable:
      • NER staff creates the EMPLID (for new employees), informs hiring administrator that candidate is eligible for hire, and provides EMPLID to Hiring administrator.
      • NER staff initiates the Prepare for Hire action which creates a Hire eForm. This ePAF drives to the Work List for the department initiator(s).
    • CBC is not acceptable: HR Recruiter notify to rescind the offer (HRP might also be involved with decision and communication).
  • Certain positions requiring a commercial drivers license may also be subject to a drug test. In these instances, use the Controlled Substance and Alcohol Testing Request Form (PDF).

Hiring Administrator Notifies Other Candidates and Prepares for Onboarding

  • Confirm finalist’s start date including information in the offer approval comments or by contacting Human Resources.
  • Ensure the ePAF and other hire forms are initiated. Contact a CAPS representative with questions.
  • Notify other interviewees that the position has been filled using the Send Correspondence feature and email templates available in eRecruit.
    • Update the disposition of these applicants to “Reject” with the appropriate reason for non-selection.
    • Sending correspondence to other applicants who applied but were not selected for interviews is also appropriate.
    • Sample rejection letter (WordDoc)
  • New employee registration
  • Employment eligibility I-9
  • Controlled substance and alcohol testing form

Department Processes Hire Paperwork

  • Department initiator reviews the existing data on the Hire eForm in workflow, and updates and uploads documents as needed.
    • Additional data may include MoCode, JED information, work phone and work address.
    • Attaches signed offer letter.
  • Completed Hire eForm is approved at the division level and pushed to Office of HR for final review and approval.
    • If the finalist is a new hire or rehire, submission of the eForm triggers an onboarding email to the finalist’s email address provided for the background check. This email contains information about how to access the documents that must be completed before the first day of work.

Human Resources Closes the Job Listing

  • Once onboarding is complete, HR reviews and approves the Hire eForm.
  • As the final reviewer, HR approval loads the hire form in PeopleSoft HR/Payroll database to create or update a job record.
    • This will cause the applicant status to change to Hired, and, if appropriate, the job opening will update to “Filled/Closed.”

Hiring Administrator Ensures New Employee Orientation

Departments may request for positions to be advertised to internal applicants only. If the job title is underutilized (per the “Positions with Special Recruitment Considerations” listed above), the request will not be granted and the position will be posted both internally and externally.

This list of staff job titles is intended to assist departments in determining the recruiting, advertising, and posting duration strategy for open positions at MU and UM System identified as having specific affirmative action employment goals for females, minorities (ethnicity/race), individuals with disabilities and/or protected veterans.

Goals are updated annually. As new titles are created, they are assigned to appropriate affirmative action job groups and may be identified as having an affirmative action goal. If you need any assistance with this list, please contact your HR Partner or the MU Affirmative Action Officer.

List last updated: August 2022

Job Code Job Title Affirmative Action Employment Goal(s) (Female; Minority; Disability; Veteran)

4144

AGRICULTURE ASSOCIATE I

Female

Minority

Disability

Veteran

4145

AGRICULTURE ASSOCIATE II

Female

Minority

Disability

Veteran

4146

AGRICULTURE ASSOCIATE SR

Female

Minority

Disability

Veteran

9702

AGRICULTURE EQUIP OPERATOR III

Female

   

Veteran

4534

ASOC ATHLETIC DIRECTOR

Female

   

Veteran

4529

ASOC COACH

Female

   

Veteran

4006 ASOC DIRECTOR, COMPLIANCE   Minority   Veteran
4163 ASOC DIR., CSM OPERATIONS   Minority   Veteran
4272 ASOC DIR., FINANCE AND ACCTG   Minority   Veteran
4955 ASOC DIR., INFORMATION TECH   Minority   Veteran
4056 ASOC VICE PRESIDENT   Minority   Veteran

4533

AST ATHLETIC DIRECTOR

Female

   

Veteran

4323

AST MGR HOSPITALITY SERVICES

Female

 

 

Veteran

4055 AST VICE PRESIDENT   Minority   Veteran

4536

ATHLETIC DIRECTOR

Female

   

Veteran

9792

BLDNG CONTROLS SYSTEM TECH III

Female

  Disability

Veteran

9790

BLDNG CONTROLS SYSTEMS TECH I

Female

  Disability

Veteran

9791

BLDNG CONTROLS SYSTEMS TECH II

Female

  Disability

Veteran

9793

BLDNG CONTROLS SYSTEMS TECH IV

Female

  Disability

Veteran

9720 BTS CARPENTER Female     Veteran

9728

BUILDING MAINT MECHANIC

Female

   

Veteran

9784

BUILDING/MECHANICAL MAINT I

Female

   

Veteran

4297

BUSINESS SVCS CONSULTANT SR

 

Minority

 

Veteran

4838 BUSINESS TECH ANALYST-EXPERT Female     Veteran
4837 BUSINESS TECH ANALYST-SPECLST Female     Veteran
5132 CENTRAL REGSTRY-DATA COOR   Minority   Veteran
5133 CENTRAL REGSTRY-DATA COOR SR   Minority   Veteran
4037 CHIEF INFO SECURITY OFFICER   Minority   Veteran

4133

CHILD DEV TEACHER

 

Minority

 

Veteran

9735

CHILLER TECHNICIAN III

Female

  Disability

Veteran

4590

COMMERCIAL TALENT

Female

 

 

Veteran

4542

COMMUNICATIONS ASSISTANT SR

Female

 

 

Veteran

4543

COMMUNICATIONS COORDINATOR

Female

   

Veteran

3116 COOR PROTOCOL SVCS   Minority   Veteran
7935 COOR SERVICE   Minority   Veteran

7934

CUSTOMER SERVICE REP

 

Minority

 

Veteran

4740

DATA CNTR SUPPORT TECH-EXPERT

Female

   

Veteran

4739

DATA CNTR SUPPORT TECH-SPECLST

Female

   

Veteran

4854 DB PROGRAMMER ANALYST-ENTRY Female     Veteran
4855 DB PROGRAMMER ANALYST-SPECLST Female     Veteran
4061 DEPUTY GENERAL COUNSEL   Minority   Veteran
4005 DIR COMPLIANCE   Minority   Veteran
4275 DIR FINANCE-ENTERPRISE   Minority   Veteran
4956 DIR INFORMATION TECH   Minority   Veteran
4957 DIR INFORMATION TECH-ENTERPRISE   Minority   Veteran
4336 DIR I BUSINESS ADMIN   Minority   Veteran
4273 DIR I FINANCE   Minority   Veteran
4371 DIR I HUMAN RESOURCES   Minority   Veteran
4554 DIR I STRAT COMMUNICATIONS   Minority   Veteran
4337 DIR II BUSINESS ADMIN   Minority   Veteran
4274 DIR II FINANCE   Minority   Veteran
4372 DIR II HUMAN RESOURCES   Minority   Veteran
4338 DIR III BUSINESS ADMIN   Minority   Veteran
4303 DIR PROGRAM/PROJECT OPERATIONS   Minority   Veteran

4532

DIR SPORTS OPERATIONS

Female

   

Veteran

4531

DIR STRENGTH AND CONDITIONING

Female

   

Veteran

4567

EDITOR SR

 

Minority

 

Veteran

4658

EDUCATIONAL PGM COOR III

 

Minority

 

Veteran

4659

EDUCATIONAL PRGM COOR SR

 

Minority

 

Veteran

9747

ELECTRICIAN, UNDRGND DISTR III

Female

  Disability

Veteran

4168

ELECTRONICS TECHNICIAN I

 

Minority

Disability

Veteran

4169

ELECTRONICS TECHNICIAN II

 

Minority

Disability

Veteran

4170

ELECTRONICS TECHNICIAN III

 

Minority

Disability

Veteran

4171

ELECTRONICS TECHNICIAN SR

 

Minority

Disability

Veteran

4408 ENGINEERING TECHNICIAN I   Minority Disability Veteran

4409

ENGINEERING TECHNICIAN II

 

Minority

Disability

Veteran

4135

EVENT ASSISTANT I

 

Minority

 

Veteran

4136

EVENT ASSISTANT II

 

Minority

 

Veteran

4137

EVENT ASSISTANT III

 

Minority

 

Veteran

4138

EVENT ASSISTANT SR

 

Minority

 

Veteran

4041

EXECUTIVE DIRECTOR

 

Minority

 

Veteran

4058 EXECUTIVE VICE PRESIDENT  

Minority

 

Veteran

Job Code Job Title Affirmative Action Employment Goal(s) (Female; Minority; Disability; Veteran)

4062

GENERAL COUNSEL

 

Minority

 

Veteran

4530

HEAD COACH

Female

   

Veteran

9714

HIGH VOLTAGE ELECTRICIAN

Female

  Disability

Veteran

4909 HEALTH PROGRAM SPECIALIST   Minority   Veteran

4358

HUMAN RESOURCES ANALYST LEAD

 

Minority

Disability

Veteran

4363

HUMAN RESOURCES CONSULTNT

 

Minority

Disability

Veteran

4365 HUMAN RESOURCES CONSULTNT LEAD   Minority Disability Veteran

4364

HUMAN RESOURCES CONSULTNT SR

 

Minority

Disability

Veteran

4353

HUMAN RESOURCES SPECIALIST III

 

Minority

Disability

Veteran

4354

HUMAN RESOURCES SPECIALIST SR

 

Minority

Disability

Veteran

4775

INSTRUCTIONAL DESIGNER II

 

Minority

 

Veteran

4776

INSTRUCTIONAL DESIGNER III

 

Minority

 

Veteran

4777

INSTRUCTIONAL DESIGNER IV

 

Minority

 

Veteran

4782

INSTRUCTIONAL TECH II

 

Minority

 

Veteran

4759

INTERNET ADMINISTRATOR-ENTRY

Female

Minority

 

Veteran

4760

INTERNET ADMINISTRATOR-SPECLST

Female

Minority

 

Veteran

Job Code Job Title Affirmative Action Employment Goal(s) (Female; Minority; Disability; Veteran)

9786

MECHANICAL MAINT WORKER III

Female

   

Veteran

7597

MED CODING SPCLST-CERTIFIED

 

Minority

Disability

Veteran

7596

MEDICAL CODING SPCLST

 

Minority

Disability

Veteran

4578 MEDIA PRODUCER II Female     Veteran
4579 MEDIA PRODUCER SR Female Minority   Veteran

4557

MGR EVENT MANAGEMENT

Female

 

 

Veteran

4558

MGR EVENT SERVICES

Female

 

 

Veteran

4326

MGR I BUSINESS ADMIN

 

Minority

 

Veteran

4324

MGR I HOSPITALITY SERVICES

Female

 

 

Veteran

4327

MGR II BUSINESS ADMIN

 

Minority

 

Veteran

4325

MGR II HOSPITALITY SERVICES

Female

 

 

Veteran

4328

MGR III BUSINESS ADMIN

 

Minority

 

Veteran

1625

MGR PAT ACCTS

 

Minority

 

Veteran

4469

MGR RESEARCH ACTIVITIES

Female

 

Disability

Veteran

4481

MGR RESEARCH TECHNICAL SVCS

Female

 

Disability

Veteran

4866 NETWORK ENGINEER-ENTRY Female     Veteran
4867 NETWORK ENGINEER-SPECLST Female     Veteran
6430 NURSE ANESTHETIST   Minority Disability Veteran
4585 ON-AIR TALENT TELEVISION Female     Veteran
6644 PAT ACCT REP   Minority   Veteran
6653 PATIENT SVC REP   Minority   Veteran
9819 PREVENTATIVE MAINT TECH II Female     Veteran
9820 PREVENTATIVE MAINT TECH III Female     Veteran
4787 PRODUCT SUPPORT REP-SPECLST Female     Veteran
4860 PROGRAMMER ANALYST-ENTRY Female     Veteran
4861 PROGRAMMER ANALYST-SPECLST Female     Veteran
9805 PWR PLANT CNTRLS SYSTEM TECH I Female   Disability Veteran
9806 PWR PLANT COTRL SYSTEM TECH II Female   Disability Veteran
4454 QA/CONTROL ASSOCIATE Female     Veteran
4459 REACTOR OPERATOR Female     Veteran
4460 REACTOR OPERATOR SR Female     Veteran
4458 REACTOR OPERATOR TRAINEE II Female     Veteran
7591 REIMBURSEMENT AST SR   Minority   Veteran
7589 REIMBURSEMENT AST-CERT   Minority   Veteran

7585

REIMBURSEMENT SPCLST

 

Minority

Disability

Veteran

4486

RESEARCH LAB MANAGER

Female

 

Disability

Veteran

Job Code Job Title Affirmative Action Employment Goal(s) (Female; Minority; Disability; Veteran)
4305 SR DIR PROGRAM/PROJECT OPS   Minority   Veteran
4040 SR DIRECTOR   Minority   Veteran

4329

SR MGR BUSINESS ADMIN

 

Minority

 

Veteran

4939 STORAGE ADMIN-SPECLST Female     Veteran

4548

STRAT COMM CONSULTANT

 

Minority

 

Veteran

4549

STRAT COMM CONSULTANT SR

 

Minority

 

Veteran

4893 SUPPORT SYSTEMS ADMIN-ENTRY Female     Veteran
4894 SUPPORT SYSTEMS ADMIN-SPECLST Female     Veteran
4923 SYSTEM ADMINISTRATOR-SPECLST Female     Veteran

4769

SYSTEM SUPPORT ANALYST-ENTRY

Female

   

Veteran

4771

SYSTEM SUPPORT ANALYST-EXPERT

Female

   

Veteran

4772 SYSTEM SUPPORT ANALYST-PRINCPL Female     Veteran

4770

SYSTEM SUPPORT ANALYST-SPECLST

Female

   

Veteran

9831

TAB TECHNICIAN I

Female

   

Veteran

9833

TAB TECHNICIAN III

Female

   

Veteran

4811 TECHNICAL WRITER-EXPERT Female     Veteran

4822

TELECOM IT ANALYST-EXPERT

Female

 

Disability

Veteran

4729

TELECOM TECH-EXPERT

Female

 

 

Veteran

4078

TEMPORARY TECHNICAL

Female

 

Disability

Veteran

4827 USER INTERFACE DESIGNER-EXPERT Female     Veteran

4743

USER SUPPORT ANALYST-ENTRY

Female

 

 

Veteran

4745

USER SUPPORT ANALYST-EXPERT

Female

 

 

Veteran

4744

USER SUPPORT ANALYST-SPECLST

Female

 

 

Veteran

9838

UTILITY DISTR WORKER III

Female

   

Veteran

9836

UTILITY DISTRIBUTION WORKER I

Female

   

Veteran

9839

UTILITY DISTRIBUTION WORKER IV

Female

   

Veteran

9808 UTILITY PRODUCTION ELECTRCN II Female   Disability Veteran
9811 UTILITY PRODUCTION MINT SPC III Female   Disability Veteran
9810 UTILITY PRODUCTION MINT SPC III Female   Disability Veteran
9809 UTILITY PRODUCTION MINT SPC III Female   Disability Veteran
4057 VICE PRESIDENT   Minority   Veteran
4878 VIDEO COMM ADMIN-ENTRY Female     Veteran