Recruitment and Selection Guidelines for SPA and EPA Non-Faculty Positions

  Step 1 - Position and/or Recruitment Approval

1. The hiring department completes a job description in the PeopleAdmin system, and submits the form to the Vice Chancellor.

2. The Vice Chancellor either approves the form and forwards the form to Initial HR Review, or denies the request by submitting the form back to the requesting supervisor.

3. Human Resources reviews the job description, consults with the University Budget Officer and prepares a Position Activity Report for review by Senior Staff.

4. Senior Staff makes a decision, and then the division's Vice Chancellor notifies the Hiring Supervisor of the decision (i.e. approved or not approved).

  Step 2 - Posting

1. Employment Services reviews the job description's posting information in the PeopleAdmin system and contacts the hiring department to determine posting dates, etc.

2. The job description and vacancy announcement are submitted to the Affirmative Action Officer for review and approval.

3. The approved vacancy announcement is posted to the online job posting system.

4. In consultation with Employment Services, the department organizes a selection committee consisting of 3-5 members, including an ex-officio human resources representative.

  Step 3 - Selection Process

1. Search Committee prepares structured interview questions (refer to Preparing for a Behavioral Interview).

2. Human Resources reviews and screens the qualified candidates.

3. Search Committee reviews the applications online.  Pursuant to State and Federal regulations, applicants eligible for priority consideration preference will be given a qualification status of "Priority" and should be given priority consideration in the interview process.  Consult with Human Resources as needed.

4. Search Committee schedules interviews for the most highly qualified candidates, interviewing a minimum of 3 candidates when possible.  Complete the Applicant Interview Schedule Form and distribute to each committee member.

5. Interview using the structured interview questions.  Applicants interviewed should complete the following forms:

1. Job Description Verification

2. Authorization for Consent and Release of Information (authorizing a background check)

6. Search Committee Chair conducts reference checks using the Telephone Reference Check form.

   1. At least 3 reference checks must be completed

   2. Contact current employer only after receiving applicant's approval.

   3. Supervisor may review the performance evaluations of internal applicants by contacting human resources.

7. Search Committee Chair or designee dispositions applicants in the PeopleAdmin online system, using the following statuses:  1st Choice, 2nd Choice, 3rd Choice, Interviewed Not Hired and Not Hired.

8. If the selected candidate is a foreign national, please contact human resources or the University Attorney immediately to ensure the relevant regulations are met (i.e. the individual is eligible to work in the United States).  A start date cannot be determined until eligibility  requirements are met.

9. Search Committee submits the following materials to Human Resources:

   1. Applicant Interview Schedule

   2. Interview Questions

   3. Interview Screening forms and any rating forms used by the committee.

   4. Telephone Reference Check forms

   5. Signed Job Description Verification and Authorization for Consent and Release of Information forms

10. Human Resources will:

    1. Qualify the candidate  and determine the starting salary range to offer, and

    2. Notify the Search Committee Chair in writing concerning the final steps to offer the position to the chosen candidate.

  Step 4 - Conclusion

1. Once notice of approval is received from Human Resources, the Supervisor extends a conditional job offer to the selected candidate pending successful completion of a background check and any required testing (such as medical and/or psychological tests, if applicable), identifying the starting salary and tentative start date.  Supervisor communicates acceptance information to Human Resources, entering a Hiring Proposal in the PeopleAdmin online system.

2. A Human Resources Representative conducts a background check, enters candidate information into the state database and prepares the official appointment letter (and contracts if required).

3. Human Resources sends welcome materials to the selected candidate and schedules employment and benefit overviews for the first day of employment.  The new employee will need to bring to the orientation the appropriate ID to complete employment eligibility documentation.  All new employees must come to Human Resources to complete the I-9 Employment Eligibility Verification and BASIC verification within 3 business days of employment.

4. Human Resources notifies candidates interviewed but not selected in writing; all applicants can check their application status online.

5. Human Resources presents EPA Non-Faculty candidate information to the appropriate governing board for review/approval.

The University of North Carolina is an Equal Opportunity / Affirmative Action Employer. Women, minorities, and people with disabilities are encouraged to apply.

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Comments to: Joy Duran