Hiring Process

The hiring process at Washington University School of Medicine is a collaborative effort between the recruiters in Human Resources and the hiring managers within the departments. As departments determine an employment need, either because of a vacancy or an addition to staff, a requisition is created and is posted on the employment website. The department determines the timeframe for completing the hiring process.

Once the position is posted on the website, both external and internal applicants  may apply for the position by creating an online application and then attaching it to the requisition number. Optional documents, such as a resume, cover letter, letters of recommendation, and performance evaluations, may also be attached to that requisition number.

An applicant’s application materials are reviewed by a recruiter in Human Resources to ensure the applicant’s qualifications are compatible with the position’s minimum requirements before being forwarded to the Hiring Manager for processing. The decision about who to interview and ultimately hire rests with the department and the specific Hiring Manager.

References, as supplied on the application, resume, or during the interview, are checked before an offer of employment is extended. In addition, certain positions require special screening procedures, including the following:

  • The verification of required licenses, certifications, or registrations (the applicant must supply a copy of the current document provided by the granting agency); and
  • A criminal background check, including (1) checking any state in which a person lived or worked in the last 10 years for a conviction of a class A or B felony; (2) contacting the Missouri Department of Family Services; (3) contacting the Missouri Department of Aging; and (4) checking the Office of Inspector General’s Disqualification list, for faculty and staff (an employment application must be completed and signed before this check can be initiated);
  • A Fitness For Duty Assessment, which assesses the applicant’s physical ability to perform the essential functions of the job safely;
  • Drug testing, which is done at off-site locations, for all employees who have contact with patients — including new hires, all transfer applicants (current University employees), and faculty members — as well as all positions within specific departments; Washington University School of Medicine is committed to providing a drug-free work environment for our employees and our patients.

Conditional offers may be rescinded if a candidate fails a screening procedure. Offers can only be rescinded through the Human Resources Department.

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