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Ontario Tech acknowledges the lands and people of the Mississaugas of Scugog Island First Nation.

We are thankful to be welcome on these lands in friendship. The lands we are situated on are covered by the Williams Treaties and are the traditional territory of the Mississaugas, a branch of the greater Anishinaabeg Nation, including Algonquin, Ojibway, Odawa and Pottawatomi. These lands remain home to many Indigenous nations and peoples.

We acknowledge this land out of respect for the Indigenous nations who have cared for Turtle Island, also called North America, from before the arrival of settler peoples until this day. Most importantly, we acknowledge that the history of these lands has been tainted by poor treatment and a lack of friendship with the First Nations who call them home.

This history is something we are all affected by because we are all treaty people in Canada. We all have a shared history to reflect on, and each of us is affected by this history in different ways. Our past defines our present, but if we move forward as friends and allies, then it does not have to define our future.

Learn more about Indigenous Education and Cultural Services

Recruitment Resources

Ontario Tech University is committed to selection and hiring processes that are fair, consistent, and in compliance with all applicable laws and regulations. The recruitment process involves many moving parts as it applies to our various employment categories. Our strategy is to recruit, select, and retain top talent at our University.

Managers play an important role in the University's success. The people we hire have a direct impact on students, faculty, staff, alumni, and external customers. Recruitment is a key factor in the success of our workplace. A variety of resources and guidelines have been created to assist in streamlining the recruitment and selection process for the various employment categories within our university. If you require additional support to initiate the hiring process, please contact our Recruitment & Compensation Specialist, Keeshia Barksdale.

Step 1: Recruitment Process

The following tools and resources apply to all recruitment and selection activities for all employees. They are designed to provide clarity for effective recruitment practices. If you have a vacancy within your department due to a promotion, resignation, transfer, or new growth, please visit our resources below to initiate the recruitment process.

  • Position and Headcount Approval

    Note: Each employment category has a different internal approval process based on employment requirements. Please complete the appropriate headcount request form indicated below and submit it through the appropriate approval workflow.

  • Full Cycle Recruitment Checklists

    Once you have received position approval, please select the correct resource checklist as your guide to the recruitment process.

    • Full Time Continuing - non-union
    • Full Time Continuing - OPSEU
    • Limited Term - non-unionComing Soon
    • Post Doctoral Fellows
    • Research Associates

     

                                                                                                               Links are Coming Soon!!

Step 2: Screening Process

Screening candidates is a key part of a recruitment process – it involves reviewing resumes and cover letters,
conducting phone screens and face-to-face interviews and identifying the top candidates.

The following tools and resources apply to all candidate selection activities for open job competitions. They are designed to provide clarity and guidance for effective recruitment practices. If you have any questions, regarding the following resources please contact the Recruitment Specialist.

Step 3: Interview Tools

The interview process will involve the hiring manager, interviewee and members of the selection committee for the respective job competition. The interview is an important role in the selection process of a job competition. The interview is facilitated to ask questions and obtain information from the interviewee. It serves as the mechanism for analyzing a candidate’s job-related proficiency, skills and abilities. The assessment of the candidate during the interview stage can lead to a job offer. This exercise plays an important role in the recruitment cycle of a candidate.

  • Conducting Reference Checks

    The purpose of a reference check is to allow hiring managers the opportunity to speak with a candidates' past employer regarding work performance, education and experience. This exercise will further assist hiring managers to determine if the preferred candidate is most suitable for the open position.

    The following documents will facilitate the reference checking process:

Step 4: Offer of Employment

Human Resources will complete the “Draft Offer of Employment” that will accompany this checklist.  A completed appointment file and checklist must be submitted to the Office of the Provost for final approval. When you receive final approval, Human Resources will then assist you in providing the successful candidate with the final written offer of employment.

Step 5: Onboarding

The employee onboarding process is to help facilitate the introduction of new employees to our institutional practices and culture.  Onboarding is an important part of helping employees understand their new position and how it fits into the strategic initiative of the university.  A strong onboarding process will allow managers to maximize the success of their employees.  A positive new hire experience will leave a lasting impression and further encourage employees to become invested in their new role and the institution.