|
Medical College of Georgia |
|
|
Office of Primary
Responsibility - Human Resources - Employment
1.0
Purpose: To present the procedures
for recruiting for a vacant regular non-faculty position. 2.0
Procedure: Posting Vacant Positions 2.1
Responsibility: Employment 2.1.1 Receives Employment Request form (ER). If the position Position Classification Form (PCF) is greater than two years, the hiring department will need to update the PCF on this position before recruitment can proceed. 2.1.2 Logs it into the log book of Employment 2.1.3 Employment Specialist verifies the appropriate requirements are on the ER prior to posting (confirms with Compensation/Classifications if necessary). 2.1.4 Employment Specialist contacts the department regarding the education, work history, certifications (if any) and other requirements, the posting dates, the screening, and testing requirements. 2.1.5 Employment Specialist gives the ER to the HR Assistant for posting. 2.1.6 HR Assistant establishes a requisition in PeopleSoft enters the information for the posting on the MCG Website. 2.1.7 Makes the necessary copies for the front desk. 2.1.8 Weekly, posts positions on the board at the Credit Union on Harper Street. 2.1.9 Deletes filled positions. 2.2. Responsibility: Applicant 2.2.1 Applicant applies for vacant position using the Web Application 2.2.2 System upload allows applicant to be linked to position(s) selected in the Web application process. 2.2.3 Alternative way of applying: Applicant applies for vacant position by submitting cover letter and resume or by completing an application in person. (if not completing the online application 2.3 Responsibility - HR 2.3.1 HR Assistant enters applicant data into PeopleSoft; links applicant to position(s) applied for (for applicants who did not complete the online application). 2.3.2 HR Recruiter screens applicants and determines which applicants meet the minimum qualifications as advertised. 2.3.3 HR Recruiter forwards to the hiring authority the applications of individuals who meet the minimum qualifications after the posting end date. 2.4 Responsibility – Department 2.4.1 Department reviews applications and evaluates based on the minimum qualifications advertised and the job description. 2.4.2 Department selects finalists for interview. 2.4.3 Department conducts interviews and selects a candidate. 2.4.4 Department notifies the HR Recruiter of the candidate selected and completes the Interview and Selection Form to document the results of the search process and submits to the HR Recruiter. (No offer should be extended until this form has been submitted and reviewed by the recruiter.) 2.4.5 The Department may check the job references, guidelines outlined on the website under Employment or refer to section 2.5 (2.5.2) for the recruiter to verify the references. 2.4.6 Department may discuss salary amount to be offered with HR Recruiter and HR Recruiter will evaluate selected candidate’s credentials to determine if the candidate is eligible for an offer above the published minimum. Department must verify availability of additional funding if offer is to exceed budgeted amount approved on original Employment Request. 2.5 Responsibility – HR 2.5.1 HR Recruiter receives completed Interview and Selection Forms. 2.5.2 HR Recruiter conducts reference checks on selected candidate and notifies department of results. 2.5.2.1 If acceptable, candidate’s qualifications are evaluated for an above minimum offer and department is notified of amount that the candidate qualifies for. Department then determines if its budget can support offer amount and verifies funding. 2.5.2.2 If references are unacceptable, HR Recruiter notifies Department and if the second choice is viable, references are then checked on that candidate. 2.5.3 HR Recruiter extends offer. 2.5.4 If accepted, HR Recruiter prepares letter to confirm offer and acceptance and sets up time for new hire to in-process. 2.5.5 HR Recruiter notifies department, sends copy of offer and acceptance letter along with a Supervisor’s checklist. 2.5.6 If not accepted, HR Recruiter works with department to determine is there another viable candidate. 2.5.7 HR Recruiter verifies all search related documentation has been submitted and files such, makes appropriate entries in the PeopleSoft search record closes search/recruitment file, and provides search information to HR Processor. |
|
Copyright 2004 Medical College of Georgia All rights reserved. |
Departments and
Units | Medical College of Georgia |