COLLEGE OF

Education and Human Development

Hiring processes

Navigating the job market involves understanding that different types of employers have distinct processes for recruiting, evaluating and hiring new employees. Whether you're applying to a large corporation, a small startup, a nonprofit organization, or a government agency, knowing how they hire can help you tailor your job search strategy and increase your chances of success.

Hiring process at various organization types

    Large corporations

    Large corporations

    Large corporations often have structured and formalized hiring processes. They typically use online job boards, company websites, and recruiting agencies to advertise job openings.

    • Openings are posted often, partially because corporations have a larger staff and need several people working in similar roles. Some roles are “evergreen” or posted indefinitely because the company hires many of this type of position (ie: Customer Service Representative, Finance Representative, etc.).
    • Interns are often hired as a cohort and internships all start and end on the same timeline, despite differences in functions across the company (ie: Tax Season Interns, Summer Internships, etc.).
    • Applicants are usually required to submit their resumes and cover letters through an online applicant tracking system (ATS). 
    • After an initial screening process, qualified candidates may be invited to participate in multiple rounds of interviews, which could include phone interviews, video interviews, and in-person interviews with various stakeholders. 
    • Hiring decisions are often made by hiring managers and human resources departments, following a thorough evaluation of candidates' qualifications and fit with the company culture.
    • The entire process, from application to job offer, typically takes a few weeks to two months.
    Small and medium-sized companies

    Small and medium-sized companies

    Small and medium-sized enterprises, including startups and family-owned businesses, often have more flexible and informal hiring processes than corporations. Job openings may be advertised through word-of-mouth referrals, networking events, and social media platforms. 

    • Openings are posted sporadically, only when there is an immediate need to hire.
    • Applicants may have the opportunity to directly contact hiring managers or business owners to express their interest in available positions. 
    • Interviews at small and medium-sized companies may be less structured than those at large corporations, with a focus on assessing candidates' skills, passion, and potential culture fit. 
    • Hiring decisions are typically made by business owners or department heads, who prioritize finding candidates who are adaptable, can “wear multiple hats,” proactive, and passionate about the company's mission.
    • The entire process, from application to job offer, varies from a few weeks to a few months, depending on the size and structure of the company. 
    Nonprofit organizations

    Nonprofit organizations

    Nonprofit organizations have a unique mission-driven approach to hiring. Job openings at nonprofits may be advertised on their websites, through online job boards, and via industry-specific networks and associations (such as the Minnesota Council of Nonprofits). 

    • Openings are posted when there is an immediate need to hire for a specific role or to work on a project. More openings occur at the beginning of the fiscal year (June and July) and the beginning of the calendar year (December and January).
    • Applicants are often expected to demonstrate a strong commitment to the organization's mission and values in their application materials. 
    • Interviews at nonprofits may involve discussions about candidates' previous volunteer work, community involvement, and passion for social impact. 
    • Hiring decisions at nonprofits are typically made by hiring managers, program directors, and executive directors.
    • The entire process, from application to job offer, varies from a few weeks to a few months, depending on the size and structure of the organization.
    Government agencies

    Government agencies

    Government agencies, including federal, state, and local governments, have structured hiring processes designed to ensure fairness and transparency. Job openings are typically posted on government websites (such as USAJOBS.gov for federal positions and Minnesota’s career website for state positions). 

    • Openings are posted often, depending on the type of position and the size of the agency or department. More openings occur at the beginning of the fiscal year (June and July) and the beginning of the calendar year (December and January).
    • Applicants are required to submit detailed applications that include resumes, cover letters, and responses to specific job-related questions. 
    • Government agencies often use a merit-based selection process, where applicants are evaluated based on their qualifications, experience, and performance on standardized tests or assessments. 
    • Interviews for government positions may involve panel interviews with multiple interviewers representing different departments or agencies. 
    • Hiring decisions are made by hiring managers and selection committees, following established guidelines and regulations.
    • The entire process, from application to job offer, may take many months.
    Academic institutions

    Academic institutions

    Academic institutions, including universities, colleges, and schools, have unique hiring processes for faculty, staff, and administrative positions. Job openings in academia are often advertised on university websites, academic journals, and professional associations' job boards. 

    • Teaching or faculty openings are posted about six months before the start date (example: posting in March for position that start in September). Staff and administrative openings are posted sporadically when there is an immediate need to hire for a specific role.
    • Applicants are typically required to submit detailed application packets [link to 3.1.4 job search materias], including curriculum vitae (CVs), teaching statements, research statements, and/or letters of recommendation. 
    • Interviews for academic positions may involve up to a full day of presentations, teaching demonstrations, and meetings with faculty members and administrators. 
    • Hiring decisions in academia are made by search committees, department chairs, and deans, who evaluate candidates' academic credentials, teaching abilities, research potential, and fit with the institution's academic mission.
    • The entire process, from application to job offer, varies from a few weeks to a few months.
    Staffing agencies

    Staffing agencies

    Staffing agencies, also known as recruitment agencies or employment agencies, act as intermediaries between job seekers and employers. They often specialize in specific industries or job types and work with a network of client companies to fill their staffing needs. Staffing agencies use job boards and social media to advertise opportunities.

    • Openings are posted to recruit for specific positions at employers. Some roles are “evergreen” or posted indefinitely because the company hires many of this type of position (ie: Customer Service Representative, Medical Assistant, etc.).
    • Job seekers can submit their resumes and attend interviews with staffing agency recruiters, who then match them with suitable job opportunities based on their skills, experiences, and preferences. 
    • Staffing agencies may also provide temporary, contract-to-hire, or direct hire placements, depending on their clients' needs. 
    • Hiring decisions for positions sourced through staffing agencies are typically made by the client companies, with input from the staffing agency recruiters.
    • The entire process, from application to job offer, varies from one day to several weeks, depending on the clients’ needs.