Job Requisition
Steps
The University has implemented hiring controls, please consult with your HR Partner for eligibility and criteria.
Positions that do NOT need posting:
- Casual staff positions (though posting is strongly recommended).
- Excluded student positions
- Reappointments (extensions of existing roles)
- Management and Professional Staff (MaPS) positions that have received approval by the AVP, HRHSE for an exclusion to post.
- Additionally, consult your HR Partner if the MaPS position meets the following three conditions:
- The position has been held by an incumbent in an acting capacity or on an interim basis for a period of time sufficient to determine their suitability for the role.
- The incumbent has already competed through a posting competition to join the university.
- Approval is given by the Appointing Officer (the most senior administrator for an academic or administrative unit).
No, I don’t need to post. Skip the rest of the steps on this page.
Yes, I need to post. Proceed to the next step on this page.
Fill in the
- Positions are posted on the 海角社区 Careers website for a minimum of five business days.
- If you wish to post a position that is restricted to internal applicants, please indicate that in your request.
- To recruit from within your faculty, department or unit only, please engage your HR Partner.
- Additional requirements for academic staff postings:
- The Shared Services Talent Acquisition, Immigration and Records team will automatically add in the standard university statements as appropriate:
- About the university.
- Information on benefits.
- Accommodations.
- Equity, diversity and inclusivity.
- Immigration (if applicable).
Utilize your ideal candidate information to draft your posting
- Encourage Diversity:
- Use inclusive language to attract a diverse pool of candidates. Avoid biased language that might discourage certain groups from applying (e.g. gender biased language).
- Consider flexible hiring criteria to prioritize potential and transferable skills, allowing for a broader range of candidates with diverse backgrounds and experiences.
- Clarity is Key:
- Keep it short and to the point.
- Avoid jargon and acronyms.
- Have a clear job title and use applicable keywords to improve visibility on job boards and search engines.
- Candidate Focus:
- Ensure candidate can quickly assess if they are a good fit.
- What’s in it for them… highlight the unique aspects of the role and the impact they can make.
- Use inviting and personalized language to address the candidate directly (e.g. come join… you will…).
- Highlight Culture:
- Within the department/faculty summary give candidates an idea of what it’s like to work within your team.
Submit the and any required documentation, such as:
- budget approval.
- hiring approval.
- approval from HR Partner for leave coverage extending over one year, if applicable.
When requesting a posting for a position exempt from hiring and/or posting approval, identify how it meets the exemption criteria.
Shared Services Talent Acquisition, Immigration and Records completes the following:
- Reviews the to ensure:
- Compliance with university policies and procedures and collective agreements and handbooks for posting and advertising.
- Validation of approvals and accuracy of position information in PeopleSoft and the job evaluation.
- Compliance with related legislation including federal requirements and guidelines for advertising a position to foreign nationals.
- Advisement of sourcing and advertising location options.
- Collection and retention of documentation for hiring processes.
- Requests for recruitment services are triaged.
- If Enhanced Recruitment Services has been selected on the job posting request form, a Recruitment Services Associate or Talent Acquisition Specialist based on the role level, will initiate an intake meeting with the hiring manager to assess recruitment needs and create a tailored recruitment plan.
- Coordinates the Recall and/or Duty to Accommodate process, if applicable (see definitions below).
- Provides updates throughout the process to those identified on the Job Requisition and Recruitment Services Request Form as contacts.
- Enters the position into the Career Portal and publishes it to the 海角社区 Careers website.
- Ensures all documentation gathered during the recruitment process is uploaded into the Career Portal.
- The hiring manager and collaborators will be added to the requisition in the Career Portal based on the information provided on the Job Requisition and Recruitment Services Request Form.
Timeline
Job postings require review time and depend on other processes such as recall, duty to accommodate, consultation for hiring a foreign national and validation of job evaluation.
As such, timelines can vary, and the Talent Acquisition, Immigration and Records team will continue to update the hiring manager and ticket initiator on posting progress. If you have any questions about the status of your posting, please respond to the original ticket posted — do not submit a new ticket. Once entered into the Career Portal, communications related to your posting and recruitment process should be communicated through the system to maintain records retention in one place where possible.
Definitions
When support staff and academic professional officers (APOs) are disrupted from a continuing role, they may become part of the recall list -- a group of people who can be contacted and offered new positions with the university if their qualifications match a job posting.
As part of the university’s obligation within the NASA Collective Agreement and the Academic Professional Officer (APO) Agreement, the Talent Acquisition, Immigration and Records team reviews support staff roles (with a duration of more than 12 months) and APO roles to see whether someone on the recall list is a potential match for the position.
If a potential match is identified, the posting is held for review. The Talent Acquisition, Immigration and Records team will contact the Hiring Manager to provide additional information on the matching candidates, guide the process and discuss next steps.
Staff may need to take a leave from the university due to illness or injury, and they may not be able to continue their previous role when they return to work.
Duty to Accommodate is an institutional obligation and a shared responsibility between the university and a member of the university community requiring accommodation. This means the university helps find a suitable role that accommodates the abilities of the staff member. All support and academic postings are reviewed by the Talent Acquisition, Immigration and Records team and if a potential match is found, a Return to Work Consultant will reach out to the hiring department and/or HR Partner to coordinate further discussions.
Hiring a Foreign National?
If applications are open to foreign nationals, there are additional steps you must take. Learn more
Need Support?
Shared Services Talent Acquisition, Immigration and Records can provide recruitment support related to the following:
- Job postings
- Full cycle recruitment services (Standard/Enhanced)
- Sourcing and external advertising recommendations
- Immigration
- Recall and duty to accommodate
- Reference checks
- Moving and relocation
- Records management
- Offer letters
Your can provide support for interviews at the leadership level and any other questions throughout the steps for recruitment.