Job Posting Procedures

The following are the job posting options that are available:

Regular benefited positions: Regular benefited positions must be posted for a minimum of 7 days. The only exception to this is internal to the department job postings (see below).

• For Internal to the University postings, the position will not be visible on the U of U careers website, for non-University employees. Only current employees will be able to see these postings by first logging into CIS and going to the University Internal Jobs section.
  
• For Internal to the Department postings, complete and submit the posting. The position will not be visible on the U of U careers website but you will receive a ‘quick link’ that you can send out to your department. This will need to be posted within the department for 3 business days. Internal to department postings are open to full and part-time employees within the department as long as they were competitively recruited. If you're not sure if an Internal to Department candidate was competitively recruited, please contact your HR Representative or embedded HR Analyst.

Non-benefited, temporary, and work-study positions:

• If the position is a regular non-benefited position (less than 20 hours per week) or a temporary position (duration less than 9 months, any FTE up to 1.0), or a Work-Study position complete and submit the posting.

When submitting the posting, indicate whether the position will be open internal to the U (Visible only to current U of U employees) or External (visible internally to U of U employees and external applicants) or Internal to the Department (not visible on the website).

Faculty (Health Sciences) and Campus Faculty (Main Campus) positions

For information on creating a posting for a faculty position, please contact your respective Office for Faculty (Health Science or Main Campus).

Frequently Asked Questions

Postings may have an automatic close date or be "open until filled." Once a posting is 'closed' in PeopleAdmin, it cannot be reopened. Please review your applicant pool prior to the closing date and if more applicants are needed, contact HR to extend the closing date. If you determine after the closing date that more applicants are needed, you will need to create a new posting in PeopleAdmin.

For faculty postings, it is generally best to leave the position "open until filled" and indicate within the posting that review of applications will begin on a specific date.

The department will have the ability to review applications. To log in go to PeopleAdmin. Then select your posting and view the applicants.

As you review applications/resumes you are able to rank applicants based on the screening criteria for the job posting.

Department must be aware of applicants that are flagged Reduced in Force (RIF) or laid-off must be interviewed if they meet your minimum requirements and this job is at the RIF'd employee's grade level or lower. Policy 5-110: Reduction in Force and Severance Pay

Departments must be aware of applications that are flagged Veteran. If the applicant meets your minimum requirements and you determine the resume to be in your top tier then you must interview the veteran. Veteran Addendum.

This link provides sample questions that you can use to create your list of interview questions that you need to ask each candidate. Behavioral Interview Questions, Value Based Interview Questions.

As you select applicants that you will be interviewing (either phone/Zoom interview or in person interview) move them in the workflow process.

Positions for Campus Faculty must receive approval before conducting interviews. Reach out to your respective Office for Faculty for more information.

After the selection is made for your finalist, be sure to disposition all of the candidates that were not selected. In areas that have embedded HR, please provide a list of all candidates who were interviewed so that your HR Rep can transition the candidates appropriately in the system.

When you are ready to make a job offer, move the selected candidate to 'Recommend for Hire-Begin Hiring Proposal' then 'Start Hiring Proposal', and complete the hiring proposal. With the new compensation structure, departments are not required to receive salary calculations from HR anymore. Next you will contact the applicant and make a conditional offer of employment. You can also prepare an offer letter (Offer letter example) for the new hire. Once the offer has been accepted, you will request a criminal background check (if required), a drug screen (if required), and move the applicant's Hiring Proposal to "HR PreHire Checks." Effective June 2023, please go to this link to view new steps and information.

For Faculty positions, additional steps are required when submitting Hiring Proposals. Please reach out to your respective Office for Faculty for more information.

The new hire must complete a drug screen (if required) within 48 hours of the offer.

The new hire must complete a criminal background check (CBC) and education verification (if required). The department will submit the request to initiate the Initiate Background Check.

• For positions with a posting in PeopleAdmin, the request to initiate the background check/education verification will be included as part of the Hiring Proposal process.
• For positions without a posting in PeopleAdmin, a background check + education verification can be requested here. The department is required to provide the employee written information regarding the background check process prior to initiating the background check. Click here to find information you can share with the new employee

The following positions require a Criminal Background Check (CBC). (Please see Policy for complete information regarding CBC's)

• Benefited Staff Positions (.50 FTE or greater, Regular).
• Non-Benefited Staff Positions including Temporary and Part-Time positions (any FTE) that are classified as:
1. Security Sensitive as defined by University Policy
2. Involving Significant Contact with minors under 21 as defined by University Policy
• Faculty Positions at .50 FTE and above. These positions require education verification, as well

Once the Pre Hire Checks are completed by HR, the applicant's status on the hiring proposal will move to 'Ready for ePAF'.

Once the 'Ready for ePAF' is received the department will be able to initiate the Hire ePAF after the next system update.

In order to move the posting to 'filled,' the department will need to move all other applicants to one of the following statuses:

• Not selected- (Not Interviewed) Send email now.
• Not selected- (Not Interviewed) Send email when filled.
• Interviewed- Not selected- No system email.