Office of Human Resources - Recruitment & Selection

THE RIF PROGRAM
Re-employment Procedures

READ THE RE-EMPLOYMENT FAQ

CONTACT US Dan Klug Recruitment & Selection Manager 480.965.9841 Gretchen Williams Recruitment & Selection Specialist Sr. 480.965.0730 Socorro Meek Recruitment & Selection Specialist Sr. (Background Checks & Fingerprints) 480.965.4115 Irmalinda Christian Recruitment & Selection Advertising Specialist 480.965.9319 WEST and DOWNTOWN CAMPUSES Jenny Davis Background Checks/Fingerprinting 602.543.8400 Allison Walas Staffing/Recruiting 602.543.8409

The Reduction in Force (RIF) program is a great opportunity to rehire qualified employees (Classified Staff positions ONLY) who have ASU knowledge and experience. It also can greatly streamline the recruitment process for your department.

STEPS TO TAKE

A GENERAL RECRUITING PRACTICE Please document all attempts to reach applicants, all email exchanges and interview notes.  Remain flexible and give candidates advance notice and offer two or three potential interview times to fit into their schedules. They may be receiving a lot of activity all at one time.

When a job is flagged under ASU's SPP 213 Policy: Reduction In Force:

• Departments should complete the job announcement via TAM and submit it as normal.
• Recruitment & Selection will receive the job announcement request and check to see if applies to any current/eligible applicants.
• If the job applies to any current applicants, Recruitment will send an email to the department with instructions to interview the attached RIF applicants (resumes included).  These applicants are all in good performance standing and meet the Minimum Qualifications for the job and must be considered for the job via priority consideration interview. 
• If a department cannot contact the applicants or schedule interviews, the department should contact Recruitment immediately for mediation.
• Staffing will email a job description to applicants to let them know the department will be calling to schedule an interview.
• After the department conducts the interviews, they may narrow down the search for second-round interviews and then determine the hire.
• If/when a hire is selected, an offer may be made immediately because these candidates already have been qualified for the job.
• The hire will be processed through TAM using the Focus Recruitment process.
• You must notify all applicants who are not hired for the position.  If applicants need to know why they were not hired, you should explain what Desired Qualification was missing, yet necessary, for the job.
• The reasons for passing on each applicant must be sent to Recruitment and Selection for recordkeeping purposes.
• If no applicant is hired, Recruitment and Selection will follow normal procedures and post the job to the ASU Employment Website.