Recruitment & Hiring

Campus employers want to hire top student talent so consider the following options to create a diverse, qualified pool of student applicants.

Recruitment of Candidates

Post Your Positions

  • Work Study Employment: All work study positions must be posted through this website, which is accessed only by work study eligible students.
  • HireMizzouTigers: All part-time (non-work study) jobs can be posted on this employment site, which is open to all undergraduates and graduate students.

Additional Advertising
If you are concerned about attracting more applicants, consider fliers on bulletin boards, student emails, social media blasts, and notifications to faculty, staff, and academic advisors.

Recruiting Diverse Students or Target Populations
If your position requires unique skills or training, consider targeting particular majors or student groups. Likewise, if you are looking to diversify your applicant pool, utilize list-servs and reach out to student organizations and their advisors.

Who Can I Hire?
Any MU student may be hired into the on-campus jobs, including international students who hold F-1 or J-1 visas.

Interviewing Students

We strongly recommend that you interview applicants to make sure students understand the position, meet or exceed the necessary qualifications, and are an ideal fit with your work environment.

Many students are nervous when interviewing so devote a few moments at the beginning to put the applicant at ease with some small talk. You may choose to ask behavioral questions (Tell me about a time when…), open-ended questions (Why did you select your major?) or closed questions which require just a ‘yes’ or ‘no’ answer (Can you edit photos for web publication?)

Interview Questions
The best interviews feel like more of a conversation. Carefully listening to student responses and following-up with a relevant question is any easy way to guide the interview toward a conversation. Visit Human Resource Services for sample interview questions, applicant evaluations and more.

Illegal Questions
Illegal questions are often asked unintentionally, not in order to discriminate. Avoid any issues and potential embarrassment by consulting the Interviewing Do’s & Dont’s

Facts Interviewers Should Share

During the interview be sure to share information on the department, essential job functions, dress code, your supervisory style, and any other factors you deem important. Be clear about expectations and confirm the student’s understanding. Some typically discussed factors include:

  • Work schedule
  • Rate of pay
  • Training to be provided
  • Anticipated start (and/or end) date
  • Personal conduct
  • Detailed description of job duties
  • Hiring decision timeline

Candidate Evaluations
For a fair process, we recommend that you use the same standard and set of interview questions to consistently evaluate and compare applicants. Keep in mind that some students may not have previous work experience so ask about or have them discuss examples of volunteer work, school activities and other involvement.

Sample Evaluation Form

Hiring Students

Job offers should be made by phone and a follow-up message should be sent via email or mail. The offer letter should include specific information, including: job title, pay rate, hours, supervisor name and contact info, start date, where and when to report on first day.

Once the offer is accepted please notify the other interview candidates a different candidate was selected. Be polite, direct and identify positive things about the student to help build their confidence for future interviews.

Sample offer letter/email
Sample rejection letter/email

Onboarding: CAPS and NER
The department fiscal contact should submit an ePAF request to Human Resource Services and alert the student that he/she will receive email notification about completing hiring forms and attending a New Employee Registration (NER) session.