Welcome to Our FAQ
This is the Employer section of our FAQ. The following Q&A will help you understand what makes us special and unique, as well as help navigate any intricacies of the website. Click on the Bold Title, rather than the ?, to activate the answers.
This site was created by a Human Resources professional for University Human Resource professionals. We have applied the best of (and hopefully avoided the worst of) other career websites, both in and out of the Higher Education industry, to bring you a simplified recruiting experience. Our goal is to save you time and money, as well as help you to brand your institutions.
The site is very clean and user friendly, using 21st century technology (and we keep improving it - many times with your suggestions). Our applicant search engine functions at a very high level and it leaves no margin for error for the applicant to find you with a WYSIWYG, rather than a Google, concept of search. You are in control of marketing your positions to the applicant.
There are two types of accounts for higher education employers. Each school has the opportunity to select a main university contact. Everyone else representing the university can also post jobs.
Advertising posting agencies and search firms can also function as a member of the universities (with discounts and promotion codes); search firms can also act "on behalf of" institutions and can purchase jobs to be allocated to different schools.
The staff member, often in Human Resources or Academic Affairs, is the key contact and has two primary roles.
First, they have the ability to purchase job postings and resume search for the entire institution, including affiliated schools. Other individuals can only purchase for themselves.
Second, they have the ability to see all jobs and activity for the university both on their dashboard and on reports, whereas other individuals can only see their own activity.
The logo is best uploaded from the contact’s dashboard. It is a great visual marketing tool for you. Note that with certain browsers you sometimes have to refresh the page to see the logo on the dashboard. The logo will show on searches by applicants, your job postings and also on all of your university associates’ dashboards.
One item of note. As part of the security process for a school, we approve all main university contacts manually. It can take up to one business day (although usually less than 5 minutes), but this will not prevent you from posting jobs; you will still have regular employer rights until approved.
Yes. The site is set up so that everyone with access at a school has an account, with a unique UserID. It takes about three minutes to set up the account (excluding the aforementioned main university contact approval), and most of the setup data will automatically pre-populate job postings.
Simply select ‘Sign-up’ and you will be taken to a two-part sign-up process. When you click on ‘Employer’ it will ask you a set of questions that will identify if you are eligible to be the main contact at your school. People without .edu may have limited functionality unless approved manually (e.g. search consultants and advertising posting agencies). Some schools with .org (e.g., medical campuses), rather than .edu, can ask for the override.
If you are a search consultant or a advertising posting agency, you MUST identify the university you are representing. We do this to add an extra amount of protection for applicants.
We have added a separate login for search firms who want to buy a package of job postings at a reduced cost. To further assist search firms, they may purchase a 25-pack of job postings "on behalf of" institutions and then allocate them to specific schools utilizing a drop-down menu on the job posting.
Click on ‘Login’ in the upper right corner of the front page of the website. When you log in you will need to use your unique User Name created when you first signed up; email addresses are acceptable. Don’t forget that name!
Anyone who has an employer or search firm account may post a job. Job postings can be set up to last for up to six months (at your discretion), although you have the ability to deactivate the posting early if it is filled.
When you are logged in you can post or edit a job from the dashboard (Click on the appropriate links and icons). You can also duplicate a job on the dashboard. When you are on the front page of the site you can also click on ‘Post a Job’, which will take you to the login screen; upon logging in, you will be redirected to the job post.
You may enter a job into the system without buying job posting credits, but you must ensure that you (or the university) have enough credits (which shows on your dashboard) in order to post/publish the job; if appropriate, ask your main contact to buy more. Note that you may buy them individually, although they generally cost more if individually purchased.
The job entry instructions are self-explanatory. Note that each position can be posted in 10 categories for the same major type (Administration, Executives, Faculty and Post-Docs). See the category tree at the bottom of the job posting for choices of where to post. Be reasonable with where you post, but if it is close, we recommend you add the category.
For keywords, one is required to post a job, but it is a good idea to have between 5 – 10 filled in to maximize your job’s exposure. This is the best marketing tool on the entire website.
After you have entered all of the fields (those with blue text boxes, all radio button fields, and all fields with check boxes, the PUBLISH button will light up (along with a green "go" status bar). Make sure that you have at least 50 characters in your Job Introduction. Beneath the SAVE / CANCEL buttons at the bottom is a list which identifies the unfinished fields required to publish a job posting - we make it easy for you. [The aforementioned status bar is RED until all fields necessary are filled in; then it changes to GREEN.]
As you can see later in this FAQ, we have the ability to take certain feeds, or extract jobs from certain types of Applicant Tracking Systems (ATS).
This is extremely important, because these keyword phrases help you to market to the applicant; they show up, as you type them, in the second part of the search. Rather than give a lengthy explanation, it is best to give you a good example, by highlighting good phrases to extract from the job description. As an example, the seven items in yellow each should be a keyword (phrase):
XYZ College is seeking candidates for a faculty position in the teacher education program. Candidates must have excellent communication skills with students and colleagues and be proficient in the use of instructional technologies. Responsibilities include teaching courses, supervising student teachers, active engagement in Professional Development Schools, and ongoing program review and development. Preparation in all or some of the following areas is desirable: early childhood, special education, reading, and/or instructional technology. Minimum requirements are (1) a doctoral degree in an appropriate education field, and (2) public school teaching experience. XYZ is located in City, ST, is a private, four-year liberal arts college, founded in 1904 and affiliated with the ABC Church. XYZ is located in a culturally vibrant town of 9000 in the heart of the state’s finest outdoor recreation area. Candidates should send letter of application, curriculum vitae, and the names, addresses, and phone numbers of three references to:
NOTE: It is always good to add a keyword phrase emphasizing equity, diversity and/or inclusion.
For the most up to date pricing information, use the Employers drop-down above and select ‘Find Out Pricing Alternatives.’ Occasionally, we will run special incentive programs which can save your school significantly. You can save between 6-15% using a credit card (vs. purchase orders) to pay.
It may seem counterintuitive, but we have determined that the manpower costs associated with using a credit card are significantly less than when we have to bill, collect and deposit the moneys. Therefore, we pass the savings on to you.
Any institution that purchases a 25-pack (or more) of job postings, including unlimited, is eligible to participate in one of three or four annual virtual unmanned career fairs. They are free and are a way for us to heavily market and aggregate jobs differently on the website. You do absolutely nothing, other than potentially reviewing a profile page about your institution.
One of the unique features of ScholarlyHires.com is that you only pay one charge for advertising; everything else (including technology and diversity access) is included.
As mentioned earlier, the only exception is when you pay with a purchase order rather than a credit card or p-card.
We do, and they are significant for job postings. We have an “unlimited” pricing mechanism and are proud of our unique "CONTRACT PRICING WITHOUT CONTRACT COMMITMENTS," where postings can rollover without expiration. More details can be found on our Pricing Page.
Unlimited posting packages are based solely on the number of unique jobs you have posted (on either our website or similar websites) during the preceding twelve months. Pricing varies significantly and you can find out how much by contacting us at 513-588-8090.
Applicants can apply to you one of three ways; via email through ScholarlyHires.com or on their own, directly linked to your website’s applicant tracking system, and via postal mail. You will specify which one to use during the job posting process. The applicant will see an ‘Apply Now’ button on the job page. The mail option will show on the right column of the job posting when the button is pushed.
We have a very powerful dashboard, which you will be directed to on login (You can see each job posting and the applicants submitted for each, as well as how many applicants view and click ‘Apply Now’).
University Coordinators will have access to information for the entire school.
Yes. We operate as an advice journal for higher education job advertising with international draw.
In fact, our dashboard gives you all the information you need [date published, date closed and copy proof of the posting] to comply with the 30-day posting mandate should you be audited. The information is located on the inactive [closed] jobs section of the dashboard.
We have a 4-pronged approach to diversity enhancement. Feel free to contact us for more details at 513-588-8090.
Diversity is part of what we do and preach. It is our mission 365 days a year, 24 hours per day, not just as a supplement, special issue or talking point. We are proud of our outreach, even publishing the results on our website. Use the Employers dropdown menu and select Learn the Benefits of ScholarlyHires.com.
Yes and No.
The job posting process is so simple that there is generally no need to repost positions, since each posting lasts up to 6 months. It takes about 5-7 minutes to enter a totally new job, and about 2 minutes to duplicate and edit a new job. The only time constraint is when entering the (up to) ten unique 50-character keyword phrases that the applicant can search on.
We have developed a new Job Extraction Technology (JET) [not a scrape] that works with many ATS systems. It requires no interface with either your IT department or your ATS system provider. Your only involvement is to provide a link number or URL identifier for the position, and what categories you want the position to show up in. It takes about 15-45 seconds per job to post/import. Use the Employers dropdown and select Learn the Benefits of ScholarlyHires.com to find out if your ATS is included. Unlike competitors, there is no upcharge for this feature, only a minimum postings requirement.
For the same ATSs, we also have the ability to SWEEP, not scrape, your jobsite every night. You do nothing in the job posting process and we even have a quality control backcheck. Unlike competitors, there is no upcharge for this feature, only the purchase of an unlimited postings package.
No. There is no proof that prioritizing a job gives better hiring results. The serious qualified candidate will easily find you with our system, and there is no need to extract added money from a school for a “featured listing.”
We do not. Again, this would be an added up-charge to you, and more work to maintain. We direct link the applicant to the school’s website; all you have to do is decide what page to land them on. Note that with this technology, the landing page can be different for each position.
Having said that, as mentioned early note that we do have institutional profiles when you participate in a career fair.
We have a very simple procedure for you to follow. All you have to do is click ‘Login’ and then ‘Forgot Username or Password.’ Just make sure that no one else has access to your email address.
YES. You can change either the email, or your password, simply by clicking on the ‘User Information’ link in your dashboard. Make sure you save the data. We are adding features in this area to further assist you.
YES. Contact us at email@example.com to find out more.
For security reasons, if you walk away from your computer in the middle of a work process, we will log you out of our system after 20 minutes of inactivity. Unsaved data will be lost.
Because of the way many browsers operate, try to minimize the amount of open browser windows.
Do not add a random school name. Instead feel free to contact us at either of the following:
Phone: (513) 588-8090
We will generally have the institution entered within 5 minutes, particularly if you call. Thank you.
Feel free to contact us at either of the following:
Phone: (513) 588-8090
You were inactive for over twenty minutes. To protect you, we have logged you out. Any unsaved data has been lost.