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SUL Human Resources

Request to Hire

Also, please complete disposition data in Trovix.

This document is also available as a Microsoft Word form. Click here to download.

Job Requisition Number:      


Name of Person You Wish to Hire:               

Names of References and Relationship to Above Person[1] : __________________________________________________________________________________________________________________________________________________________________________________   

Are the completed Employment Applications (SU-29) & resumes for all candidates interviewed attached[2] :

Name(s) of Stanford layoff(s) who applied (L next to name in Trovix):      

Please explain how the person you wish to hire is the best qualified for this position:      

Please explain how the layoff(s) did not meet the basic qualifications of the job:      

Is this person a current or former SU employee?      

If yes, have you reviewed the personnel file?[3]      

Will this person require a background check?[4]      

What are the salary requirements, if any, for this person? $     

What salary, if any, do you wish to recommend? $     

Please write any concerns/observations with regard to the recruitment for this position.      

[1] Reference Checks — The hiring supervisor is responsible for completing a minimum of two reference checks from previous employers according to Administrative Guide 22.1, one of which must be the current or most recent supervisor, no matter which references are provided on the Application.
Reference checks must be made as part of the evaluation of candidates for a position and may be used as a factor in the hiring decision, provided that the information obtained is job-related. The hiring supervisor must exercise caution to assure that:
  • The names of those contacted for references are retained in the search documentation along with any written references provided by the candidate.
  • Inconsistent or negative information obtained in a reference check is corroborated insofar as is possible before it is used in making a hiring decision; and
  • Reference information used in the hiring decision is job-related and can be shown to be a predictor of job performance.

[2] All interviewed candidates must complete a Stanford Application.  The Stanford Application will not be accepted if it is not completed in its entirety.

[3] Hiring Officers must review the personnel file for current or former SU employees according to Administrative Guide 22.1.  SUL HR Managers can help with locating and reviewing SU personnel files.

[4] According to Administrative Guide 22.1, a background check is required for everyone new to SU or who has been off the payroll for a year. Librarian positions are currently excluded from background checks.



Last modified: April 11, 2013

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