Recruiting and hiring IU Indianapolis students

Our office is here to assist you with your recruiting and hiring needs. We can help with navigating our job-posting process or our job board, provide assistance for improving your job posting, and even provide resources to enhance your student's employment experience. Whether you are hiring a student employee for the first time or are a returning on-campus recruiter, we are here to help.

Tips for recruiting IU Indianapolis students

Use the following tips to successfully recruit IU Indianapolis students:

  • Ask your current student employees to spread the word about the position. Not only will this empower them, but their skill sets can also grow by participating in the process. They may even have contacts in their own networks who are interested.
  • Engage with IU Indianapolis' over 300 student clubs and organizations. Many will be able to disseminate the job opportunities to their membership.
  • Post job opportunities on your social media outlets, including Facebook, Twitter, and LinkedIn.
  • Send us an email at future@iupui.edu, and we will review your posting for potential sharing on our social media outlets.
  • Attend other campus events that aren’t job or career fairs to reach out to more students.
  • Revisit applications from previous candidates if you have posted the same position or similar ones in the past.

Fair and inclusive hiring practices

As a supervisor for student employees, there are specific things to keep in mind when hiring and recruiting to remain fair and inclusive. Find some of the Office of Student Employment tips below:

One simple way to ensure you are being fair is expanding your hiring qualifications. Only interested in hiring sophomores who are in liberal arts? Ask yourself why that is. Some jobs may require certain expertise, but be sure to not limit your candidate pool and miss out on other strong candidates.

When interviewing, be sure to ask all candidates the same questions and always know why you are asking a particular question. What are you hoping to learn from this candidate? How is that information helpful when choosing one candidate over another?

Extra tip: Make sure your hiring team knows proper interviewer protocol.

When asking probing questions of a candidate, focus on simply gathering more information by asking, "Can you tell me more about the results of your project" or "How did your team work together in the store?" Avoid minor details such as the workplace or organization in the example and focus on the situation being shared. 

During your hiring process, always consider the knowledge and skills that are not trainable when reasoning against a candidate. Untrainable traits are motivation, personality, and attitude. Knowledge in Microsoft Office and effective communication is trainable. Take note of only those qualifications that you cannot teach a candidate.

We can all have bias, and it is important to recognize this. Bias may appear when we rely on first impressions, personal recommendations, or discriminatory information is shared via application materials or an interview. Recognize favoritism and information shared that could lead to potential bias. 

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