Back to Top
Skip to Site Search Skip to Utility Nav Skip to Top Nav Skip to Left Nav Skip to Content
Close Main Menu

Hiring Staff

Position Description

The first step toward the hiring process is to complete a job description.

Completed Job Description

The hiring department will send a copy of the job description for review to the following:

  • Talent Aquisition: Morgan Yarbrough
  • Compensation and Classification: Amy Collins and Cheri Wray (cc them on the email)
Position/Area Who is This?
Talent Acquisition Specialist Morgan Yarbrough
Compensation and Classification Amy Collins
Compensation and Classification Cheri Wray

Approval of Position, Posting, and Screening

Position Approval

Talent Acquisition (Human Resources) will:

  1. Review the job description to determine if there are any needed changes.
    1. If there are no changes, the position will be posted in Hire Touch.
    2. If there are changes, the job description will be forwarded to Compensation and Classification for review.
      1. Compensation and Classification will review the job description to determine if the changes will have an impact on the paygrade and the salary amount.
  2. Once approved by Human Resources, post position in Hire Touch and send for approvals.

 

Posting

The position will be posted for the following minimums:

  • External job postings: 10 days
  • Internal job postings: 5 days

Screening

Human Resources will screen all applicants for staff positions. All qualified applicants will be made available for search committee review.

Searching and Interviewing

To preparing and set up your search committee, please review the procedures for Search and Screening Procedures for Non-Faculty Positions. These procedures will help you in the following areas:

  • Setting up a search committee
  • Committee chair responsibilities
  • Screening applications
  • Interviewing candidates
  • Costs associated with advertising and interviewing
  • Confidentiality
  • Job offers and offer letters
  • Interview question guide

 

When Can We Start Interviewing?

The hiring committee cannot begin the interview process until the position has closed on the Hire Touch web site.

Hiring a Candidate

Once a candidate has been selected for hire, the hiring manager needs to send a Hiring Proposal Form to Talent Acquisition (Morgan Yarbrough), and cc Compensation and Classification (Amy Collins and Cheri Wray).

Salary Offer

If the hiring department is:

  • extending the starting salary for the pay range, Talent Acquisition will proceed with submitting the hiring proposal via Hire Touch for approvals.
  • extending a salary above the minimum of the pay range, Compensation and Classification will review to ensure the salary is within range to offer to the candidate.

Extending an Offer

Once the salary and start date (beginning of a pay-period) has been approved by Human Resources, the hiring manager can move forward with extending a verbal offer to the candidate, contingent upon a satisfactory background check and credit check, if applicable.

Offer Accepted

Once the offer has been accepted by the candidate, the hiring manager should inform Talent Acquisition so they can submit the Hiring Proposal for approvals.

Once the Hiring Proposal is approved via Hire Touch, Human Resources will send the offer letter to the candidate.

Hiring Process

Once the candidate accepts the offer, their onboarding documents will be available via Hire Touch.

The new hire needs to:

  • Complete all their new hire paperwork via Hire Touch, including a background release form, as soon as possible.
  • Go by Human Resources to finalize the hiring process prior to their start date. The new hire must also bring with them two forms of identification for I-9 purposes.

Onboarding

To assist with getting your new hire onboard, we've provided both you and your new employee checklists.

For the new employee checklist, go to the "New Hire - Staff" page.

For the supervisor checklist, see below: 

Hiring Supervisor Checklist
Before their first day
  • Call new employee to confirm receipt of Offer Letter, and to officially welcome new employee. Discuss start date/hours, dress code, parking, and reporting information. Provide department's point-of-contact information.
  • Send an email announcement to department announcing the new hire and start date.
  • Create onboarding schedule (LINK), and request a campus mentor (staffcouncil@ung.edu).
  • Set up new employee's workspace, computer, phone, login password (helpdesk@ung.edu), office supplies, office keys or access card, etc. prior to employee start date.
  • Order business cards, name badge, and door nameplate if appropriate.
First day
  • Welcome new employee, introduce co-workers, and provide department tour.
  • Provide key to office or ensure UNG ID has been programmed with door access.
  • Show employee where to access Employee Handbook online.
  • Review ADP, time off, attendance and punctuality policies, unexpected absence procedures, and time entry.
  • Review individual work schedule, pay schedule (LINK), and FLSA information (LINK).
  • Review department's mission, strategy, values, policies and procedures, emergency regulations, and safety plans.
  • Review job description, responsibilities, competencies, and individual and team expectations. Review onboarding schedule (LINK).
  • Go over phone, fax, copier, and office supplies.
  • Ensure departmental computer access (Banner, PeopleSoft, Shared Drive, Team Sites, mailing lists, etc.) and email have been set up.
  • Ensure applicable PeopleSoft, budget, and signature approvals are granted by the Comptroller.
  • If applicable, provide work uniform, materials, and other departmental property.
  • Remind employee to complete I-9 within 3 days and to enroll in benefits within first 30 days.
First 30 Days
  • Identify appropriate software and business process training and assist employee in enrolling.
  • Review job description/clarify performance objectives and expectations.
  • Assign "early success" project; upon completion provide specific feedback.
Within 6 Months
  • Conduct provisionary period performance review. Review performance objectives and progress, and set objectives for the coming year with employee.
  • Return onboarding checklist to HR to be recorded in employee file.

UNG follows Section 508 Standards and WCAG 2.0 for web accessibility. If you require the content on this web page in another format, please contact the ADA Coordinator.

Back to Top