Recruitment

Hiring Permanent Staff

The Talent Acquisition unit assists with, and provides guidance for, all required documents, procedures, and tools associated with the recruitment and employment of new permanent employees within the following designations: 

SHRA, LEO and EHRA (non-faculty). 

The Office of Faculty Personnel Services assists with and provides guidance for all required documents, procedures, and tools associated with recruitment and employment of Faculty. 

Initiating the Recruitment Process 

Before a position can be posted publicly on our Recruitment site (Spartan Talent) to start collecting applications and start the recruitment process, the hiring department must review the position description to ensure that it is up to date and current, update it, if needed it before filling a vacancy and to obtain an approved most current salary range in Spartan Talent-Position Management System (ePosition). 

Once the position has been updated and a salary range and all other applicable additional approvals received and approved in ePosition (Position Management Module), a request to post must be submitted in Spartan Talent-Applicant Tracking System (eHire) Module. 

The Talent Acquisition Specialist team will review the post requested to start recruiting and make sure all documents are attached correctly, requirements met, minimum and maximum salary range approved, dates for posting are in line, settings are correct, etc. 

Any questions about the postings in the Applicant Tracking system should be directed to the Talent Acquisition team: HRclasscomp@uncg.edu. 

Create new posting 

Hiring Salary Range 

Salary ranges are in guidance with the Office of the State Human Resources (OSHR) salary schedule. The range will be provided once the position action has been approved. The salary range approved by the Classification and Compensation team will need to be used in the posting (SHRA and EHRA) or commensurate with experience for EHRA posts only.

Screening the Applicant Pool 

Final Candidate Selected: Complete Reference checks

Once the applicant pool has been reviewed, all applicants considered, interviews completed and a final applicant has been selected, the reference checks must be completed at this point. The telephone reference check form completed by the hiring department and must be entered into the hiring proposal on the reference check section. 

At least two reference checks must be completed, one of them must be the current supervisor. 

When selecting an internal UNCG candidate, hiring managers can inquire about any current disciplinary actions through Employee Relations: HRBP@uncg.edu 

The hiring department will proceed with moving the selected applicant in the posting-flow to “recommend for Hire.” At this stage, the system automatically triggers a request for a background check to be completed by the applicant. 

Complete the Hiring Proposal

Once a final candidate is selected, the hiring manager will complete the hiring proposal in Spartan Talent-Applicant Tracking System. The statuses of the rest of the applicants in the pool will need to be changed before submitting the hiring proposal to Human Resources for review and approval. It is recommended to deselect the applicant pool with a request to email later once the position has been filled. 

While the background check is in process, the hiring proposal submitted to HR will be reviewed by a Talent Aquisition Specialist and will be moved in the flow to obtain the proper approvals before a formal offer can be made. 

Department managers could contact the final candidate (with HR’s approval) and make a verbal unofficial offer with no salary included for retention purposes. If an applicant contacts the hiring manager before this point, they can be advised if they are being recommended for hire or the top candidate in the pool for selection. 

Job Offer 

Once the hiring proposal has reached the final stage in the recruitment cycle and all approvals have been received, Human Resources will make the official job offer (if the department has selected not to make the final offer); if the department selected in the hiring proposal to make the final offer, Human Resources will provide the department the offer script to cover all the points with the selected candidate. The hiring manager is responsible for notifying HR of the acceptance of the offer and the start date. HR will prepare the onboarding email including the appointment letter, onboarding information, new employee Orientation date, I-9 steps for completion, and other additional information on what they need to do before their first day of employment.