Guide for Hiring Staff

The Screening Committee should be as ethnically diverse as possible with a maximum of six committee members.
The committee should include a minimum of two professional staff within the relevant administrative unit and two outside the unit.

The Position Request, Position Announcement and job description are forwarded to Employment Services and Operations (ESO) once fully executed as follows:
- Signed by supervisor, department head and VP or designee
- approved by the Budget Office
ESO creates a Position Requisition in the PeopleAdmin Applicant Tracking System.
The hiring manager will receive an automated notification that the Position Requisition has been created and is ready for review. The hiring manager approves the Position Requisition or notifies ESO of desired changes.
https://jobs.uhd.edu/hr
ESO posts the approved Position Requisition to the Employment site. https://jobs.uhd.edu
The composition of the Screening Committee will be reviewed by the Affirmative Action Officer or designee and once approved a notice will be emailed to the hiring manager.
The hiring manager appoints the Screening Committee and schedules the first meeting. The Affirmative Action Officer or designee will be present at the first meeting to discuss affirmative action hiring practices and the employment process to be followed. The first meeting should be scheduled before any applications are reviewed.
Applicants begin applying online at the Job Seekers website (refer to the Employment webpage links).
https://jobs.uhd.edu
ESO releases applicants to the hiring manager. The hiring manager is notified of new applicants via email.
The hiring manager gives the guest Username and Password created in the Position Requisition to screening committee members. The hiring manager and/or committee logs into the PeopleAdmin system to review applications.
https://jobs.uhd.edu/hr
Before any selection, interview, and/or hiring action is taken, the hiring manager and/or committee consults with the Affirmative Action Officer to assure that all such actions are in compliance with equal employment opportunity and that a diverse pool of applicants is being considered.
To be considered for an interview, the applicant's file must include the following:

A copy of the candidate's online application, cover letter and resume;
three current letters of recommendation and/or documentation of telephone conversations with references, if requested and;
official transcripts/certificates, or telephone verification of degrees if a degree or certification is required.

After all interviews are completed, interviewers contact the hiring manager and/or committee chair, with their comments.
ESO can provide online pre-employment and educational skills assessment, which may be used to assess applicants’ competency in many areas, such as specific software (Microsoft Word, Excel, etc.), clerical, bookkeeping, industrial, etc. If applicants are to be tested, the hiring manager should contact ESO and arrange for testing. Test results will be e-mailed to the hiring manager within minutes of test completion.
The hiring manager, after discussion with and concurrence of the appropriate administrative officer, will decide upon the primary candidate.
The Job Offer Request Form is completed by the hiring manager and forwarded to the Employment Coordinator.
A verbal contingent offer will be extended to the primary candidate by the Employment Coordinator.
A Security Sensitive Position Questionnaire form, along with a copy of “A Summary of Your Rights Under the Fair Credit Reporting Act,” will be forwarded to the candidate for completion by the Employment office.
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ESO will notify the hiring manager of the result of the criminal background investigation, once received. If the results reflect positive criminal history, the VPESO will evaluate the results against job-related criteria and will make a recommendation as to whether the applicant is “employable” or “not recommended for employment.” If the applicant is “not recommended for employment,” the VPESO will issue a report to the hiring authority, who may accept the recommendation and reject the employment of the applicant, or may request permission to hire through the appropriate vice president and VPESO.
If the background history is clear, the official employment offer letter will be drafted and signed by the Employment Coordinator and sent to the applicant with the following attachments:
- Employee Data Sheet
- Strategies for Orientation Success (SOS)
- List of Required Documents for New Employees
When the formal offer has been accepted, the appointment documents are prepared and forwarded to the appropriate vice president or equivalent line officer for approval. The appointment documents are:
- Offer letter
- Personnel Action Request (PAR)
- all documentation stipulated in the Position Request and
- job description
  https://my.uh.edu/hr
If the position is for an executive management appointment, the personnel item is prepared for the Board of Regents agenda by the Office of the President.
The final status of all applicants must be updated by the hiring manager in the PeopleAdmin system. The hiring proposal section is filled in by the hiring manager, and ESO is notified by the system that the position is filled.
https://my.uh.edu/hr
The new employee is sent to Employment Services and Operations on their first day to attend New Employee Orientation and complete new hire and benefits sign-up.