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Hiring Process Guide

Hiring Process Guide

Step 1: Vacant Position
  1. The Hiring Manager should reach out to their Recruiting Consultant to initiate the process.
  2. The Recruiting Consultant will collect the necessary information to start the process. You will need to, at this time, also provide the Recruiting Consultant with the names of all committee members. (With Careers, there is no "search chair" designation. Everyone will be listed as a committee member on the job posting.)
Step 2: Critical Hire Process
  1. For staff positions over $40,000, you will have to complete the Critical Hire Justification Narrative and submit to Classification and Compensation. Classification and Compensation will submit for approval to the system office. Once they receive notification from the system office, the Hiring Manager will be notified and the Recruiting Consultant will move forward with posting the position.
  2. If the staff position is under $40,000, it will have to go through the internal critical hire process. Classification and Compensation will submit for approvals internally. Once they receive notification that the Critical Hire Form has been approved the Hiring Manager will be notified and the Recruiting Consultant will move forward with posting the position.  
  3. All faculty positions over $40,000 must go through the internal Critical Hire Process. Department Head and above positions must be approved by the System Office. Faculty Critical Hire Justification Narratives should be sent to Lisa M Howard in HR.
Step 3: Approval Chain 
  1. The approvers will have a pending notification in recruiting self-service once the job opening gets to them.
  2. Job aid: How to approve a job opening. (PDF)
Step 4: Applicant Review by Hiring Manager and Committee Members
  1. The Hiring Manager and the Committee Members may review applications while the position is open, but must not contact any applicants for an interview until the position is closed from the website. 
  2. Job aid: How to review applicants (search committee). (PDF)
Step 5: Hiring Manager and/or Committee Interviews
  1. Committee members can only view and print applications. The Hiring Manager will be responsible for moving applicants through the process including dispositioning them in the system. 
  2. Job aid: How to Review, Interview, and Reject Applicants (Hiring Manager) (PDF)
Step 6: Hiring Manager Prepares Job Offer for Selected Candidate and Dispositions Other Applicants
  1. The hiring managers must put in budget information (budgeted amount and account string) in comments section.
  2. Job aid: How to prepare job offer (staff, student, grad assistant). (PDF)
  3. Job aid: How to prepare job offer (faculty). (PDF)
Step 7: Job Offer Approval
  1. The approvers will have a pending notification in recruiting self-service once the job offer gets to them.
  2. Job aid: How to approve job offer. (PDF)

The hiring manager will be notified when the candidate has accepted the offer.

Talent Acquisition Consultant Client List

Area Client Consultant
Athletics Lindsay Reeves
College of Arts and Letters Chris Jesperson
College of Education Sheri Hardee
IESA Jeff Turk
Leadership and Global Engagement Billy Wells
Mike Cottrell College of Business Mary Gowan
Student Affairs/Enrollment Management James Conneely
Academic Affairs (Administrative and Support Units) Chaudron Gille Morgan Stovall
Advancement Jeff Tarnowski Morgan Stovall
Business and Finance Mac McConnell Morgan Stovall
Regional Campus Administration Richard Oates Morgan Stovall
Chief of Staff/University Relations Kate Maine Morgan Stovall
College of Health Sciences Carolyn DeSandre Morgan Stovall
College of Science and Mathematics John Leyba Morgan Stovall
President's Office (General Counsel, Audit, NISTS) Bonita Jacobs Morgan Stovall
University Libraries Joy Bolt Morgan Stovall
University College Carol Adams Morgan Stovall
FT Faculty, Director and Above Level Staff Positions Various Lisa M. Howard

Note: Areas with multiple major units will have multiple clients.

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