Frequently Asked Questions

The Unit HR Requestors will get more support throughout the talent acquisition process. TA will assist Hiring Managers and Unit HR Professionals in full-cycle recruitment for the following positions: Labor Represented (LR), Civil Service, and Professional & Administrative (P&A). This support begins with an intake meeting to discuss roles and responsibilities, a marketing plan, and a timeline. A timeline ensures the recruitment process stays on track and meets the established deadlines. For example, if you need to have a new hire within 45 days, the new TA process and full-cycle support make it possible.

For many people, hiring is only one task in a long list of other deliverables. By working with TA, you’re working with experts in the field. Unit HR Requestors will benefit from the expertise of the TA team—professionals who are well-versed in the trends and shifts of hiring. Hiring Managers and Unit HR Requestors regularly provide feedback stating they appreciate TA’s tools and resources. By combining the TA team’s collective expertise, as well as a seamless approach to the applicant experience, TA makes it easier to hire the right candidate for your role and your team’s culture.

There are, of course, many steps in the hiring process: screening resumes, interviewing candidates, and making hiring decisions, for example. It can become tedious, maybe even overwhelming, to do it all. That’s where the new TA process comes in: when a Hiring Manager or Unit HR Requestor submits a TDX, the TA team takes the acquisition process from there, ensuring the best experience for everyone. 

Yes. Labor Represented (LR), Civil Service, and Professional & Administrative (P&A) positions.

The Job Codes resource will help you determine if your role has TA support in the hiring process. The TA guidelines can help you if the role is not eligible (e.g., most student jobs) for TA support.

Resources:

PEAK Standardized Hiring Guidelines

Job Codes - Post or Not Posted (Excel)

• Post a Position
• Hire an Employee

Once you submit your TDX service request, the TA team will contact you to set up an intake meeting—the next step in the process. Please be available and responsive. During the intake meeting, you’ll have a high-level discussion about the position, roles and responsibilities, specific qualifications, marketing plan, timeline, and the search committee members. Afterward, you’ll provide more details about culture fit. This discussion will help the recruiting and onboarding process go smoothly, delivering strong candidates that fit well with your team. The TA team will handle pre-screening candidates, setting up Spark Hire video interviews, and negotiating offers. When it comes to full-cycle recruiting, TA provides full-service support.

Resource: NEW Hiring Manager Intake Guide 

After the intake meeting, the process can move quickly—usually within 48 hours. By being available and responsive to TA’s request for an intake meeting, you’ll help speed the hiring process along. If you’ll be out of the office, please designate a delegate to work with TA in your absence.

Once a candidate is selected, TA will help create the offer letter and assist with any offer negotiations.The Hiring Manager should notify the Unit HR Requestor once a candidate accepts the verbal job offer. At that point, either the Unit HR Requestor or the Hiring Manager will submit the TDX request for hiring an employee. A Staffing Operations Specialist will prepare the written offer and incorporate any additional items that were negotiated with the candidate. They’ll send the written offer through PeopleSoft for approval. The offer letter approver will depend on the unit. Once approved, the Staffing Operations Specialist sends the offer letter to the candidate through PeopleSoft for their review and electronic signature. The Staffing Operations Specialist will initiate the background check in HireRight, consulting with the HR Lead or OHR Background Check Coordinator as needed. Once a candidate accepts the written offer, TA will notify the other candidates. If the offer letter is rejected, the process may start over, or second- or third-choice candidates may be hired instead.