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Staff Online Recruitment Process

Below is an overview of the staff online recruitment process. Before starting the online recruitment process, please view the training guides for the PageUp System.

1. Hiring Department:

A. Using your myBama user name and password, develop an online job Requisition finishing all suitable fields, and send the appropriation through the suitable approval procedure by picking and going into in the right approval names. View more details on how to create an appropriation from an approved position description.

* If you do not have a user name and password for the UA On-Line Recruitment System, contact your HR Business Partner.

** You should have an approved position description in order to an appropriation. View more info on how to develop a position description.

B. If the position is to be promoted outside of the UA's site include a copy of the position ad in the Job Requisition (a shortened advertisement can be used) along with the places and dates of publication. View the guidelines for marketing tasks.

* Human Resources recommends that all exempt task recruitments be marketed in venues outside of the UA website.

2. Department Head, Director, Dean and Vice-President:

A. Review and authorize, as appropriate, the Requisition. Submit it to the next approval level by clicking the "authorize" button.

3. Human Resources Business Partner:

A. The HR Business Partner may call the Hiring Department to settle the search plan (advertising and search committee) and/or open and closing date of task.

B. The HR Business Partner will approve the requisition which publishes the position on the UA Recruitment site since the Actual Open Date. The HR Business Partner will also publish the appropriation to the UAStaffJobs Facebook and Twitter accounts if appropriate.

4. Hiring Department:

A. Posts approved job statement on any advertising venue outside UA's website utilizing the format listed in guidelines for marketing jobs.

5. Human Resources Business Partner:

A. Verifies that candidates that apply before the job close date meet minimum qualifications as advertised, gets additional info if needed. For EEO 1 tasks, an evaluation will also be finished by the Provost's office.

B. Changes the status of the candidates to "Forwarded to Department" or "Not Selected for Interview" as appropriate.

6. Hiring Department:

A. Reviews applications via the online system. View more details on how to handle and examine candidates.

B. Runs and reviews the EEO Report to figure out if a good and certified candidate swimming pool has actually been obtained. If not attained, figures out extra recruitment efforts and, if needed, contacts the HR Business Partner.

C. Determines which applicants are to be talked to, alters the status of each candidate to be spoken with to "Selected for Interview."

7. Hiring Department:

A. Conducts interviews of selected applicants and alters the status of the talked to candidates to "Interview Complete" and the status of the candidates not interviewed to "Not Hired' with the appropriate not employed factor.

B. Changes the status of the candidate to the proper background check and/or MVR status. * Please note the candidate will vanish from your view while the background check remains in process.

C. Upon receipt of an acceptable Background Check and/or MVR report, Talent Acquisition Specialist will alter the candidate status to "Finalist Recommendation."

D. Changes status of applicant to "Create Offer for Approval" and finishes Offer Card information, and sends the Offer Card through the approval process by choosing the appropriate number of system approvers.

View more details on how to produce a deal.

8. Human Resources Business Partner:

A. The HR Business Partner reviews the Offer Card for acceptable background investigation info i.e. acceptable MVR, background check and suitable reasons on selection and settlement, and makes recommendations as appropriate. If further approval is required, updates variety of offer card approvers.

* Please note if a wage is above the 3rd Quartile the wage will need Presidential Approval.

9. Department head, Directors and Deans:

A. Reviews Offer Card for appropriate justifications and approves, if suitable, and submits the Offer Card to the next approval level by clicking on the "authorize" button.

10. Vice President/ President:

A. Reviews Offer Card for proper justifications, approvals and suggestions, and authorizes if proper.

B. If Vice-President/President does not authorize the Offer Card; the Offer Card will be declined till additional information can be provided by the Hiring Department.

11. Human Resources Business Partner:

A. Once appropriate approvals have actually been gotten; the HR Business Partner will create the deal letter and will send out to the hiring department for approval.

B. Once the deal letter phrasing is authorized, the HR Business Partner will authorize the Offer Card and will change the candidate status to "Online Offer Made".

12. Hiring Department:

A. Change the status of staying candidates to "Not Hired" with the suitable not employed factor.

B. Starts Onboarding procedure for New Applicant. View more details on how to manage the onboarding process.

13. Human Resources Business Partner:

a. When the candidate relocates to a status of "Offer Accepted Form Complete", HR will change the status of appropriation to "Filled".

B. The HR Business Partner will include the CWID to the offer card and will email the CWID to the candidate and the Hiring Manager. The candidate's status will then be altered to "CWID Assigned".