Student Hiring/Nepotism

Student Hiring

The Library is committed to providing equal employment opportunity for all students. Supervisors should seek to hire the most qualified applicant and not rely solely on “word of mouth” recruiting. Formal interviews should be conducted to assist supervisors in selecting the most qualified applicant.

All student positions must be posted on the BYU Student employment website. Exceptions must have prior approval from the Library HR office. Considerations for exceptions will include the specialized skills required for the position and the specialized skills of the candidate. Former library student employees may be rehired within the same department without opening a position.

Please note that when hiring a student, a hire form MUST be submitted so the HR office is aware of the student's employment. This is especially required for students hired within Special Collections and without a open Workday job requisition.

The newly hired student and their supervisor will be notified once they have been processed on Workday. The supervisor will receive a Workday notification that their student is approved to work. Students should not clock in or be working until this approval has been received. If it is unsure if a student has been processed or approved, contact Library HR.

Nepotism

In an effort to support equal employment opportunity the Library has adopted a strict nepotism policy. If a student applicant is related by blood or marriage to any employee within the department in which he/she is seeking employment, the supervisor must obtain approval from the Assistant University Librarian for Personnel (routed through the HR Manager) before making a job offer to the student. Relatives include children, brother, sister, nephew, niece, in-laws and cousins and other step or half relationships.