Sabrina Reiter has been working at TU Graz for four years, focusing on the recruitment of general university staff: ‘We want the process to run smoothly, professionally, fairly and in line with the target group.’ She and her colleagues are also responsible for employer branding and put TU Graz on the map as an attractive employer.
Sabrina Reiter spends her free time with her family in the countryside or doing creative activities such as sewing, baking and decorating cakes. ‘And when I need time for myself, I go on motorbike rides.’
How do I get the best minds for my team?
The Recruiting & Employer Branding team at OU Personnel supports managers in the personnel selection process. ‘We advise service departments and institutes – but the decision on who to hire always lies with the organisational unit itself,’ emphasises Sabrina Reiter. The Recruiting team provides binding support in the personnel selection process for service departments and secretarial positions. Institutes are cordially invited to use the team’s services. Contact: recruiting@tugraz.at
What should I take into account before advertising a job?
- Who are we looking for? What skills, experience and personality traits should the new team member bring to the table?
- What role should the new colleague play in the existing team structure?
- Of course, the content requirements are also essential. What tasks will the new team member take on?
- Involve the recruiting team even before you advertise the job! This is very easy with the ‘Request advice from HR’ button in the ePAS+ personnel service tool. The team helps to optimise the text of the job ad.
How can I save money?
The recruiting team publishes the job advertisement on selected career platforms for the respective target group. The OU Personnel has an ongoing contingent on these platforms, so adverts are cheaper for you.
What should I look out for at the job interview?
- Allow 45 to 60 minutes per interview. During a break immediately afterwards, the panellists can record their impressions on a feedback sheet. Do not carry out more than six job interviews per day.
- Take a structured approach so that you don’t have to make decisions based on gut feeling. Define clear criteria in advance that are relevant for the selection and use an interview guide to create comparability between the applicants.
- Ask open and behaviour-oriented questions that focus, for example, on how candidates solve a specific problem or act in a conflict situation: ‘The job applicants tell their stories based on their experiences and don’t give a presentation.’
Tip: Recruiting training
Personnel OU offers several courses each semester as part of its in-house training programme, including ‘Recruiting compact’ for managers, ‘Introduction to personnel matters for secretarial staff’ and ‘Introduction to ePAS+ (electronic personnel services)’. Do take advantage of this offer!
You can find this article and other articles to browse through in TU Graz people #96, the magazine for TU Graz employees and interested parties.
