Staff Online Recruitment Process > 자유게시판

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Below is an overview of the personnel 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, produce an online job Requisition finishing all relevant fields, and send the appropriation through the suitable approval procedure by choosing and going into in the correct approval names. View more info on how to produce a requisition from an authorized position description.

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

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

B. If the position is to be advertised beyond the UA's website include a copy of the position ad in the Job Requisition (an abbreviated ad can be used) together with the venues and dates of publication. View the guidelines for advertising tasks.

* Human Resources advises that all exempt task recruitments be advertised in places outside of the UA site.

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

A. Review and authorize, as proper, 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 contact the Hiring Department to finalize the search plan (marketing and search committee) and/or open and closing date of job.

B. The HR Business Partner will approve the appropriation which posts the position on the site as of the Actual Open Date. The HR Business Partner will also publish the appropriation to the UAStaffJobs Twitter and facebook accounts if proper.

4. Hiring Department:

A. Posts approved task statement on any advertising venue outside UA's site using the format noted in standards for marketing jobs.

5. Human Resources Business Partner:

A. Verifies that applicants that apply before the task close date meet minimum credentials as marketed, obtains additional details if required. For EEO 1 jobs, a review will likewise be completed by the Provost's office.

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

6. Hiring Department:

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

B. Runs and reviews the EEO Report to identify if a good and qualified applicant pool has been obtained. If not accomplished, identifies extra recruitment efforts and, if required, contacts the HR Business Partner.

C. Determines which applicants are to be talked to, changes the status of each applicant to be interviewed to "Selected for Interview."

7. Hiring Department:

A. Conducts interviews of picked applicants and changes the status of the talked to candidates to "Interview Complete" and the status of the applicants not spoke with to "Not Hired' with the proper not worked with factor.

B. Changes the status of the candidate to the appropriate background check and/or MVR status. * Please keep in mind the applicant will vanish from your view while the background check remains in procedure.

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

D. Changes status of candidate to "Create Offer for Approval" and finishes Offer Card info, and submits the Offer Card through the approval procedure by picking the suitable variety of system approvers.

View more information on how to produce a deal.

8. Human Resources Business Partner:

A. The HR Business Partner evaluates the Offer Card for acceptable background examination details i.e. appropriate MVR, background check and suitable reasons on selection and compensation, and makes suggestions as proper. If further approval is required, updates variety of offer card approvers.

* Please keep in mind if an income is above the 3rd Quartile the wage will require Presidential Approval.

9. Department head, Directors and Deans:

A. Reviews Offer Card for suitable reasons and approves, if proper, and submits the Offer Card to the next approval level by clicking on the "approve" button.

10. Vice President/ President:

A. Reviews Offer Card for appropriate validations, approvals and suggestions, and authorizes if appropriate.

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

11. Human Resources Business Partner:

A. Once proper approvals have 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 wording is approved, the HR Business Partner will authorize the Offer Card and will change the applicant status to "Online Offer Made".

12. Hiring Department:

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

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

13. Human Resources Business Partner:

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

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