Virginia Commonwealth University

Recruitment and employment

Post job and advertise

The quality of individuals hired using any selection system is determined by the quality of the applicants first attracted to apply for the position.

If you have already reviewed the information pertaining to recruitment and advertising, and have determined where and how you should post, see the eGuide to eJobs for classified positions for instructions on how you can proceed with posting your job.

The use of recruitment sources varies with the type of job. All classified VCU vacancies are listed on eJobs. Consider targeting your advertising so that you obtain a diverse applicant pool.

  • Typically, clerical and entry-level jobs are recruited locally: sometimes by using local newspapers, from walk-in applicants, through Virginia state government vacancy listings, and/or through employee referrals.
  • Professional and technical candidates are usually recruited from a larger labor market and may, in addition, require using specialized publications.
  • Managerial and executive-level recruitments often include a regional or national search.

Advertising considerations

  • Internal or external?
  • How long to post?
  • Where to recruit/advertise?
  • Salary (identify hiring range)?
  • Advertising title?
  • Restricted funding resource?

Internal or external?

Generally, these methods can either limit or expand your advertising audience:

  • VCU only – restricts applicants to VCU’s current classified and wage employees.
  • General public – further broadens recruitment to the general public.

How long to post?

Several posting options exist, but all involve a minimum posting period of at least five consecutive workdays:

  • Fixed posting period – identify a specific close date.
  • Open until filled – recruitment is closed once a suitable pool is identified or when the position is filled. The vacancy must be open at least five consecutive workdays.
  • Continuous recruitment – used for jobs where recruitment is difficult and the organizational need for these jobs is on-going.

Where to recruit/advertise?

Some options your HR consultant may suggest to you:

Internal referrals – usually the highest quality and the least expensive. PAs and managers can ask within/outside their departments if anyone knows individuals who might be interested. Or, perhaps when talking with other departments in the same area, let them know about the opening and ask if they could recommend potential candidates.

Internet – industry-specific websites; diversity websites, such as,,, etc. These postings are generally inexpensive and reach a greater number of people than traditional methods, such as newspaper advertising and walk-ins. Cost is often the same or less than a newspaper ad (for example, the bigger the ad – the more words/lines), and it will reach a much broader pool of candidates than individuals only in the Richmond area.

Advertising – newspaper; industry specific. Advertise in an industry-specific paper or periodical. To place an ad in the newspaper, use eJobs.

Professional associations – network; attend meetings; review membership lists. This is a great opportunity to network with people within the same line of business and obtain membership lists for recruitment.

“Cold” calls – contact competitors; ask for referrals. This is a great opportunity to network and build a pool of good candidates.

Affirmative action sources – use Richmond Free Press or other relevant sources. Whenever an ad is placed in the Richmond Times-Dispatch, the same ad is automatically placed in the Free Press.

Previous recruits – contact (by phone or email) new or previous hires and request referrals of potential candidates.

College recruiting – work with the VCU Career Placement office (University Student Commons) to seek potential student/graduate applicants.

Hiring range

It is important to determine the hiring range prior to advertising the position. HR consultants can often provide departments with related internal and external salary data to help determine the hiring range.

Be aware of your budget for the position. If the budget is limited, you may want to include that information in the job posting.

You may have identified a minimum below which you will not pay; or a maximum above which you will not pay. Once a hiring range is determined, the department decides what salary to advertise.

Advertising salary

Examples for advertising salary ranges:

  • No salary, hiring range or pay band
  • Entire pay band
  • A market-based hiring range within the width of the appropriate pay band
  • Maximum salary of the pay band (for example, up to $45,000)
  • Minimum salary only

Advertising title

eJobs postings will show working title and Role title of each vacancy. Departments also need to determine whether to focus on Role titles or working titles in advertisements. Most positions at VCU are advertised with working titles.

Grant-funded positions

If the position is in a “ledger-5” funding source, that means it is restricted and of potentially limited duration. During the eJobs posting process you will be asked, “Is any portion of this position grant-funded?” Your answer will be reflected in the job posting that applicants view. Discuss the restricted nature of the position with applicants when they are interviewed. Explain any lack of layoff rights and benefits and contact your HR consultant if you have questions. The offer letter will also contain reference to the restricted nature of the position.

VCU retiree roster

After employees retire from VCU, we contact them to check for interest in short-term and temporary assignments. With their permission, we then add the names of any interested retirees to a roster of those who are available to work upon request. The following are examples of the backgrounds of those who have expressed interest:

  • Executive secretary experience in marketing and public relations, and a variety of other office duties as needed.
  • Business manager experience with report research and preparation, budget preparation and monitoring, computer proficiency and personnel interviewing.
  • Knowledge of student advising, course scheduling, people skills and problem solving.
  • Experience with costume design and instruction, student advising, course scheduling, and managing employees and student workers.
  • Experience with special education teaching, research and administration.
  • Carpentry and maintenance experience.

For more information on the VCU retiree program, click here.

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