PSS Recruitment Process / Listing a Vacancy
If you need to find out how to create job postings, referred to as vacancy listings, please read the following information.
STEPS FOR LISTING A VACANCY:
Department Responsibilities:
- Determine what your needs are if you are filling a vacated position or if a new position is being created. Issues to consider include the classification level, if the position will be Career or a Limited Appointment, the percentage of time, etc. Your department's Employment and Outreach Consultant/Recruiter can assist you.
- Review affirmative action goals and recruitment plan.
- Obtain approval of the hiring authority/department head and/or follow internal protocols for processing a vacancy request.
- Ensure you have an accurate position description ready.
- Use the Job Machine to initiate your vacancy listing. If you are not sure of your department number or password, contact your Job Machine Department Administrator.
- Be sure to list the critical functions and requirements in the vacancy listing (VL) as noted in the position description. Please include special requirements/certifications, conditions of employment (i.e background check, medical monitoring, overtime, etc.) and physical requirements.
- You may use the "Comments" section in the Job Machine to correspond with your Employment and Outreach Consultant/Recruiter or the Compensation unit regarding important information.
- New positions and replacement positions with changes to duties will automatically be routed to the Compensation unit via the Job Machine. Replacement positions with same duties will be routed directly to your Employment and Outreach Consultant/Recruiter.
- Provide the names of the diverse interview panel members in the Job Machine "Comments" section.
Compensation/Classification Responsibilities:
After the Compensation Analysts receive the Vacancy Listing:
- The position description for a new position is reviewed to determine the appropriate classification.
- The department will be contacted if there are questions about the classification level.
- The vacancy will be sent to your Employment and Outreach Consultant/Recruiter via the Job Machine when the classification decisions are complete.
Employment & Outreach Services Responsibilities:
After the Employment and Outreach Consultant/Recruiter receives the Vacancy Listing, their task is to:
- Review/compare the position description/vacancy listing to ensure the crucial functions and skill requirements, conditions of employment, etc. are noted. For replacement vacancies, they also determine if the classification level is appropriate.
- Work with the department to set a final filing date, determine how the department wants to recruit for the position, and clarify other information about the position, including what type of supplemental materials are needed.
- Edit the vacancy listing for content and accuracy. Verify information for critical conditions related to employment, including background check, cash handling, medical monitoring, etc.
- Ensure the language in the vacancy listing meets EEO/Policy/Federal/State guidelines.
- Review affirmative action goals and develop a recruitment plan with the department.
- Post the vacancy listing on the Employment Opportunities Web site.
- Edit and approve any advertisements prior to publications in sources other than the Employment Opportunities Web site. In these situations, the department must make the arrangements for placing the ad. See Advertisements in Newspapers, Journals, and Other Publications
Last updated 2/28/07