Hiring

This policy was adopted on under the interim policymaking provisions of the University's Policy on Policies on March 7, 2025. Information about this policy change, and any proposals for further policymaking, can be accessed at the University Policy website. Students and employees may submit comments on those proposals through the Proposed Policy Change Comment Form, which is accessible here.

It is the Policy of Wright State University to recruit and hire employees in accordance with applicable federal and state laws, regulations, and other authorities. The University is an equal opportunity employer: applicants for employment are evaluated and selected on the basis of individual competency, experience, training, qualifications relevant to the position, and legitimate operating needs of the institution. The University does not discriminate illegally (for or against) any applicant on the basis of any trait or status protected by applicable law. The University will conduct all aspects of its employment application and screening procedures, such as interviewing and testing, in accordance with applicable laws and regulations.

Where applicable, notices setting forth the University’s commitment to the principles of equal employment opportunity and related subjects are conspicuously posted in centers of employment. Additionally, the phrase “Wright State University is an equal opportunity employer,” or words to that effect, will be included in all postings and recruiting materials.

Recruitment efforts will continue to focus on providing employment and advancement opportunities for all qualified individuals. This Policy does not prohibit efforts to recruit a diverse pool of applicants for any position, provided that the ultimate hiring decision is made without respect to any applicant’s legally protected trait or status.

Hiring decisions will be made without regard to the legally protected trait or status of each applicant. Positions will be awarded to applicants on the basis on the basis of individual competency, training, experience, and qualification, and other legitimate operating needs of the institution.

However, this Policy shall not prohibit the University from giving preferential consideration to the employment of applicants who are veterans of the United States armed forces, where permitted by law.

The University utilizes the following strategies for hiring of faculty and staff:

• Internal promotion through competitive search and posting process
• Internal promotion through reorganization, internal promotion and succession planning
• Competitive search through posting process
• Competitive search through the use of a Search Firm

Wright State uses an on-line career portal site for competitive search. Our goal remains to reach the broadest audience through all recruitment efforts, e.g., print, electronic, web-based, social media, etc. In certain circumstances, HR may grant a search waiver.

HR has developed guidelines for search committees using an external search firm, and HR policies on Internal Promotion may be referenced for internal applicants.

The University competitively bids and utilizes various employment agencies to support our contingent hiring needs. Employment agencies who contract with Wright State must be advised of and agree to abide by the University’s employment and non-discrimination policies. In addition, the University may advertise and search through our on-line applicant tracking system for specific temporary needs.

Hiring departments may submit for a temporary job by using the temporary job application form or contact Human Resources.