FYI - Staff and Post-doctoral offer letter templates have been removed because we now have the capability of creating offer letters electronically through the UNH onboarding process.
Please contact HR Recruiting for more information.
Faculty are those persons engaged primarily in instruction, research and service, and include certain specialized categories where rank, promotion and/or tenure procedures are in effect.
Current faculty employment opportunities are listed on the USNH Employment Opportunities page - (click "Search Positions", and then choose Faculty from the "Job Category" drop-down menu.)
Operating Staff positions include functions such as clerical/secretarial, craft, certain technical, service, food service, and custodial. Individuals in these positions are paid on an hourly basis.
Current Operating Staff employment opportunities are listed on the USNH Employment Opportunities page - (click "Search Positions", and then choose Non-Exempt from the "Job Category" drop-down menu.)
Professional, Administrative and Technical (PAT) / Extension Educator (EE)
Professional, Administrative and Technical (PAT) positions include such functions as supervisory and managerial, accountant, artist, engineer and upper level technical positions.
Extension Educator (EE) positions include the full and part-time professional staff of the UNH Cooperative Extension Service. State staff are located at the University and county agents are located in each of the ten counties. Extension Educators have as their responsibility the assessment, development and implementation of continuing non-formal education programs for the people of New Hampshire. They hold appointments in one of the following ranks: Extension Instructor, Assistant Extension Educator, Associate Extension Educator and Extension Educator. In most instances staff members having formal teaching or research assignments in addition to their Cooperative Extension responsibilities will hold faculty appointment.
These exempt positions are paid on a salaried basis. Current PAT and EE employment opportunities are listed on the USNH Employment Opportunities page - (click "Search Positions", and then choose Exempt from the "Job Category" drop-down menu.)
Adjunct: Temporary, Non-Benefits-Eligible
Departments occasionally have a need for temporary help and may post their temporary positions on our online employment site.
Current temporary openings are listed on the USNH Employment Opportunities page - (click "Search Positions", and then choose "Temporary" from the "Job Category" drop-down menu.)
Faculty Recruitment Procedures - Tenure Track Positions
(please refer to the manual on the Provost's website by clicking here)
Human Resources conducts new hire orientation sessions every Monday throughout the year. Benefits overview and enrollment process is presented at orientation and is time-sensitive relative to the effective date of the benefits. New faculty are invited to attend faculty orientation at the start of the academic year. Faculty who start work at other times of the year are welcome to attend.
Recruiting applicants for staff positions within the University of New Hampshire is the mutual responsibility of the Human Resources Recruiting team and the hiring department. To ensure that the employment process proceeds smoothly, please follow the steps outlined below:
1. Position Vacancy
Job postings are created online by the hiring manager or the department super user. It is recommended that serious consideration be given to the position description. This position description provides the opportunity to describe the essential functions and responsibilities, along with job specifications such as skills and experience. The position description should be representative of major duties and will be the cornerstone of the recruitment process, which results in hiring the most qualified applicant. Your HR Partner is available to assist in establishing and classifying appropriate job-related requirements that may be used as the minimum standard for selection. The most suitable applicant should be chosen based on objective analysis of applicant credentials compared to the position description.
Internal Posting (Definition) - Internal applicants: Status staff members are internal applicants. Non-status staff members who have been employed within USNH for at least 12 months in total preceding the posting and who have worked at least 1,000 hours during that 12-month period shall also be
The recruiting team reviews, approves, and posts positions submitted by the department via PeopleAdmin. External advertising, if necessary, will be prepared in cooperation with the hiring department. All ads are placed by the recruiting team to ensure consistency of ad copy and brand. Advertising costs must be approved by the Dean, Executive Officer and/or Finance.
3. Sourcing Applicants
The recruiting team can help find available candidates by using the following methods:
- A LinkedIn account with access to every member with a profile;
- The PeopleAdmin candidate database;
- Low-cost and no-cost advertising solutions (including diversity sites);
- Internet searching that meets the criteria of the job and experience level posted;
- Social media, listservs and networking sites
The recruiting team can help review and phone screen applicants and manage those that do not meet requirements or are above budgeted salary in order to narrow down your candidate pool to a more manageable number. We use a variety of behavioral based interview questions to help you determine whether your finalist(s) are the best fit for your role and department. Once phone interviews are completed, detailed notes along with salary expectations are forwarded to the hiring manager in order to make selecting finalists for on campus interviews even easier.
For more helpful hints on the hiring process, please review items in the Hiring Toolkit.
Supervisors will change applicant status in PeopleAdmin to maintain a record of all candidates considered. A member of the recruiting team must be contacted prior to an offer being made to review candidate qualifications, budgeted salary and internal equity.
5. Job Offer
Once references have been completed satisfactorily, the hiring manager will work with the recruiting team to find an acceptable hourly rate/salary. The supervisor or a member of the recruiting team should extend an offer of employment, contingent upon the ability to provide valid work authorization and successful completion of a background check or a physical, if needed. The supervisor will notify all other finalists via email and make status changes in the PeopleAdmin system of the hiring decision.
Once a verbal acceptance has been received and communicated to the recruiting team, the Recruiting Coordinator will create an offer letter via the Onboarding Tool. This electronic letter will be sent to the hiring manager for review prior to sending to the new hire. Through this process, the UNH Employee ID# is created for a more efficient new hire experience.
6. Reporting to Work
A new hire will be scheduled for orientation once the EPAF has been submitted by the BSC. New employees will come to new hire orientation located on the ground level of Nesmith Hall on their first day of work, which is a Monday. The department supervisor will be responsible for orienting the new employee to their job and the department.
Please contact Human Resources: 862-0501 (voice), 862-3227 (TTY) for additional information.
How to establish computer and email accounts for new employees: Faculty, Staff and Students within the University System of New Hampshire are eligible for one or more Central System accounts. Accounts managed by Information Technology include Academic, Administrative, Research, Web Contributor and Exchange accounts.
For more information please refer to UNH IT Accounts.
How to establish telephone accounts for new employees: For information, please refer to
The recruitment of applicants for these non-benefits-eligible positions with UNH is the responsibility of the department which has the job opening.
1. Position Vacancy
Initial action is taken by the individual department. When possible, adjunct hires should be posted in the PeopleAdmin system.
For external paid advertising, the department must communicate to HR who will coordinate the placement of the advertisement.
3. Department Interviews and Hiring
It is the hiring supervisor's responsibility to determine which applicants are interviewed, including checking employment references. During the interview process, supervisors will determine whether an applicant is technically qualified for the position and can work compatibly within the department. The department is responsible for managing their positions online, changing applicant statuses and notifying the HR Recruiting team of the selected candidate. A member of the Recruiting team must be notified in order to review/approve offer for the selected candidate. Please send name and resume of candidate, brief description of the job duties associated with the position and requested offer amount to HR.Recruiting@unh.edu. Offers of employment cannot be extended without approval from HR Recruiting.
Offer Letter and Background Check:
The job offer and start date are contingent upon successful completion of a background check for all adjunct positions. HR Recruiting will create an electronic offer letter through our Onboarding system. We may request additional information such as anticipated start date, job responsibilities, and % time, pending background. Once the offer letter has been created, it will be sent to the hiring supervisor for review and approval prior to going to the candidate for electronic signature. For assistance, you and your new hire, may contact HR.Recruiting@unh.edu.
How to establish computer and email accounts for new employees: Faculty, Staff and Students within the University System of New Hampshire are eligible for one or more Central System account. Accounts managed by Information Technology include Academic, Administrative, Research, Web Contributor and Exchange accounts. For more information please refer to UNH IT Accounts.
How to establish telephone accounts for new employees: For information, please refer to
4. Reporting to Work
The form I-9 must be completed within 3 days of hire, if not already on file. The electronic hiring process includes the opportunity for all new hires to complete page 1 of the I-9 electronically. Documents will need to be verified, in person, within 3 days of hire. New hires can be directed to our Human Resources offices at Nesmith Hall or at 2 Leavitt Lane to complete this step. The department supervisor is responsible for initiating the necessary paperwork to place adjunct employees on the payroll, as well as for orienting the new employee to the job and the job site.
The University of New Hampshire welcomes employment applications from qualified foreign nationals and currently employs more than 150 international faculty, staff and researchers at its Durham campus.
If you are considering an employment offer to an individual who is not a U.S. citizen, or holder of U.S. Permanent Resident Alien status (green card), be aware that there are certain steps which the University must undertake on behalf of the international employee to permit us to legally employ him/her. This process may take anywhere from 60 days to 6 months to complete, depending upon the type of visa most appropriate for the position, and/or the current immigration status of the individual.
Before finalizing your offer, we strongly recommend that you contact UNH Global's Offfice of International Students & Scholars at email@example.com to discuss the details of obtaining a work visa for the potential employee. The OISS website offers a wealth of information on the subject of U.S. immigration and work visas. If you are a UNH department and want to learn more about hiring international scholars, please visit the UNH Global website.
If you are a foreign national who is neither a U.S. citizen or permanent resident, and you are contemplating employment with UNH, go to visit the UNH Global employment resources page.