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IS&T Human Resources (IST-HR): Recruitment

 

 

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Recruitment and Staffing
Hiring an IS&T Applicant

Recruitment and Staffing

Our recruitment philosophy is simple, yet significant. We strive to identify, recruit, interview, and hire the most qualified candidates for positions within IS&T. We do this with a focus on fit - a right fit to our culture and contribution to IS&T's strategic themes. What's more, we actively search for, and hire, individuals from diverse cultural and social backgrounds.

Commitment to Diversity
IS&T collaborates with MIT's Human Resources Department to advance the Institute's long-standing commitment to workplace affirmative action, diversity, and equal opportunity. The Institute, and IS&T, is committed to creating an atmosphere of civility, collegiality, mutual respect, and inclusion that stimulates and supports all employees in their work at MIT.

Recruitment Assistance to Supervisors
IS&T's Talent Acquisition Consultant works to provide strategic advice and staffing support to Supervisors of IS&T. Getting recruitment right involves three key stages:

  1. Defining roles and responsibilities of positions
  2. Attracting skilled and experienced candidates
  3. Selecting and hiring the most qualified candidates

Essentially, IS&T'S Talent Acquisition and Organizational Consultant is focused on ensuring the right number of people are available at the right time with the right skills so that IS&T can meet its goals.

If you are a supervisor in need of staffing support or have questions about IS&T staffing process, please review the Recruiting Guide or contact:

Ken Lloyd
Sr. HR Consultant
(617) 253-8235
W91-205b

IS&T Position Vacancies
IS&T's position vacancies are posted at MIT Staffing Services. From the MIT Organizational Unit menu at the bottom of the page, select "Vice President Information Services and Technology."

We encourage you to explore IS&T positions featured there and suggest that you refer suitable individuals within your professional networks to such opportunities.

IS&T's Internal Hiring Policy
IS&T's internal hiring policy appropriately balances MIT/IS&T needs and individual staff needs, fostering our ability to advance MIT's mission while ensuring that individuals have access to a full range of opportunities for personal growth and advancement. The Head of IS&T must review and approve, prior to commitment, all requests for the hiring of IS&T Employees. This includes both replacement and new full-time equivalents (FTEs). To facilitate this process, please use the Purchase Order/FTE/Consultant Request Form.

Hiring an IS&T Applicant

IS&T is committed to fostering the professional and personal growth of its staff in all relevant competency areas: technical knowledge, interpersonal skills, customer service, project management, etc. It is the responsibility of all supervisors to help their staff achieve this growth. This includes respecting and even encouraging an individual's interest in exploring other opportunities within IS&T and MIT.

Since it is important to consider IS&T personnel needs overall, as well as the needs of directorates and teams, potential intra-organizational mobility or "hiring" will need to involve the relevant managers as early in the process as possible. Ideally, an individual will have discussed job interests with his or her supervisor before discussing a position with a potential hiring manager. In some cases this may be difficult, and an HR Consultant should be contacted. At the very least, when a job move is anticipated, the IS&T managers involved should prepare an accompanying plan for transition and continuity of service.

In managing hiring and employment, IS&T encourages openness to growth, change, and mobility. We want to find ways to strengthen the provision of IT services to MIT as a whole through professional growth for IT staff members across the Institute.

MIT's Transfer Policies ( MIT Personnel Policies 2.9) encourage development and mobility while emphasizing the need for openness to current supervisors and for well-planned continuity through transitions. IS&T encourages all potential hires to first discuss their situation with their current supervisor. In cases where it is not possible, the appropriate IS&T Director must be involved early in the hiring discussion.

Discussions to provide for a plan of transition and continuity of service need to involve the relevant people: the person's current supervisor and/or director and the proposed new supervisor and/or director.

When hiring people from outside MIT, IS&T staff will do their best to make well-informed decisions about the candidate's skills, accomplishments, and development needs. While it is ideal to get references from a candidate's current supervisor, this is not always feasible; however, we should obtain supervisory references that are relatively recent.

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