Planning your recruitment

Assess staffing needs

Determine if there is a vacancy to be filled. Positions are posted to fill current or projected vacancies where the previous incumbent has given notice or is no longer in the position. Determine whether to recruit, restructure or reorganize; determine the type of appointment you need - Career, Limited, Contract, etc. See the Hiring Manager Toolkit for more information.

Determine duties to be performed and requirements to perform those duties. The required skills, knowledge and experience for a position are posted when the position is recruited. These requirements serve as the basis for creating the interview questions, selecting the best qualified candidate, and both documenting and defending the selection. All interviewees are required to meet all the posted requirements so it is important that the requirements are realistic, specific and measurable.

Once the duties and requirements are defined, create a position description in TAM and submit it to Compensation for review. If you need access to TAM, send an e-mail to In the TAM system the duties, requirements and departmental information move directly from the approved position description onto the posting screen. Once Compensation approves the position description, create a posting in TAM and submit it for departmental approval. 

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Determine recruiting strategy

Applicants with recall or preferential rehire, medical separation, or reasonable accommodation rights at UCOP or UCB who meet the minimum requirements of a position will need to be considered prior to the publication of the posting. Consult your HR Business Partner or Talent Acquisition to determine if there is anyone eligible for recall or rehire at UCOP or UCB.

All advertising of UCOP positions is reviewed by HR to ensure consistency and compliance with UCOP, UC, State and Federal requirements.

When the recruiter receives the email notification that the posting has been submitted to HR for review, they will call you to discuss how you want to advertise and conduct outreach for the position. All jobs are posted to our free advertising sites (CalJobs, HERC, HotJobs).  The recruiter can also arrange for quotes from the recruitment advertising agency, send the ad to you for proofing, and advise you on cost for additional advertising sources.  They may also be able to give you advice on which sites will gain you the most visibility for your position.  In order to document the recruitment process, a Recruitment Plan form will be provided by the recruiter.

UCOP normally recruits both within and outside its workforce to obtain a diverse pool of qualified applicants. Open communications with internal employees about needs, positions, and posting decisions can foster greater employee understanding and sense of fairness.

A recruitment may be limited to employees only at UC, UCOP or a Division or Department in order to support career progress of qualified internal candidates or if the requirement of a position are such that only internal applicants would meeting the minimum qualifications of the position.  A recruitment will only be limited to internal applicants id the recruitment is consistent with equal employment and affirmative action objectives and will still result in a diverse pool of candidates.  Internal recruitments must be approved by the Chief Human Resources Officer in consultation with the UCOP Affirmative Action Officer.  If the position is in a job group that is underutilized, justification may be required for posting internally,  Evidence of a diverse applicant feeder pool or a diverse applicant pool from a past internal recruitment for the same classification may be needed to verify that the position can attract a viable, diverse pool of candidates.  Internal recruitments will be open to all employees holding Career, Limited, and Contract appointments in the eligible group, including layoff applicants exercising preferential re-hire rights.

For information on re-hiring retired UC employees, see Returning retirees.

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Posting requirements

Positions are posted on the UCOP Jobs Page for the standard two (PSS) or three (MSP) weeks unless you request a longer period. You will receive an e-mail notification when the job is posted. We are required to Horton a posted close date by considering all the applicants in the pool before making an offer.  For example, if a position is posted for two weeks and you are concurrently interviewing, you need to consider all resumes received up to the posted close date before making an offer.  Offers cannot be made until after the posted close date, so if there is a candidate you are very interested in, have a discussion with them and explain the timeframe.

Sometimes posting periods must be extended beyond the initial close date.  Once a posting passes the initial posting period we recommend extending the posting no longer than two weeks at a time. Once a viable candidate surfaces, you will want to interview and make the offer as soon as possible and a shorter posting timeframe will be helpful.

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Shortening the posting period

If a hiring manager wants to reduce the standard posting period for a specific position, a written request must be submitted to the Manager of Talent Acquisition and reference an existing circumstance beyond the department's control, i.e. a business deadline that can't be changed. The purpose of the standard posting period is to provide sufficient time to attract a qualified, diverse pool of candidates to fulfill equal employment opportunity.

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Reposting a position

A department may re-open a position within six months from the original posting date. If it has been more than a month since the position was posted, a note is added, "This posting has been reposted as of (date), and previous applicants need not reapply." If the department wants to re-post a position beyond six months from the original posting date, they need to create a new position, send it to Compensation, for review.  Once approved, it can be posted with the note "Position previously posted as Job Number _______. Previous applicants need not reapply."

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Viable applicant pools

If a position becomes vacant within six months after the full recruitment of another position at the same classification with the same job duties and requirements, the department may make a selection from the original applicant pool. A new position description needs to be submitted and approved to record the new position and hire.

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Closing a posting

TAM is designed to manage web postings by removing them from the web on the close date entered in the system and sending an automatic e-mail notification to the hiring manager. When you receive the notification, you review the applicant pool to verify that you have a diverse, qualified set of candidates to interview. If not, the position needs to be reposted until a sufficient pool has been received. If the posting needs to be extended please send an e-mail to the recruiter you are working with.

Normally, the position is taken off the web when the close date is reached and a sufficient interview pool is received. We do not recommend using Open Until Filled close dates. If a position is Open Until Riled and an offer is extended before the posting is removed from the web, this could result in resumes received before the offer was made not being considered for the position.  This leaves UCOP open to complaints and possible lawsuits by applicants for not considering a resume received before the posting is closed.  Also, in TAM the Open Until Filled status does not trigger a notification reminder to managers to review the resumes, and sometimes this leads to busy managers not reviewing resumes in a timely manner and losing out on potential candidates.

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