Recruitment Guide for Hiring Managers

Georgia Southern University is committed to nondiscrimination on the basis of race, color, sex, sexual orientation, national origin, religion, age, veteran status, political affiliation, or disability in its recruitment and hiring practices. The University has established procedures which standardize the recruitment and hiring process thus confirming the University’s commitment to equal employment opportunity and affirmative action. Hiring managers are expected to comply with the recruitment and hiring policies and procedures.

Georgia Southern is committed to affirmative action/equal opportunity in recruitment and retention of its employees. Please view the complete Affirmative Action/Equal Employment Opportunity policy.

Please see full policy on practices and procedures for hiring benefited staff at Recruiting and Hiring Benefited Staff Policy.

 

Vacant Positions

The recruitment process begins when the hiring manager identifies a vacancy to be filled. The vacancy is the result of one of the following:

  • Newly created position
  • Separation of the incumbent from employment (i.e. resignation, retirement, termination, etc.)

 

Initiating an Action To Recruit

The hiring manager will submit the Job Posting Form in PeopleAdmin. For assistance with submitting the action, see page 25 of the Staff Hiring Training Manual (located at http://jobs.georgiasouthern.edu/facultystaff/forms/).

 

HR Advertising Deadline

Actions must reach the Employment Services queue by Friday at noon in order to recruit the following Friday. Note that all staff positions are published for recruitment on Fridays.

After receiving the Job Posting Form in PeopleAdmin, staff members from Employment Services will communicate with hiring managers and suggest recruitment outlets. Once final recruitment selections have been provided to Employment Services, a staff member will provide the ad for review. The ad must be reviewed, signed, and returned by Tuesday at 5:00 P.M. in order for the position to post on Friday.

 

Recruitment Strategy for Vacant Staff Positions

External Recruitment – Positions are externally posted in selected outlets and any interested individual can express interest by applying via the PeopleAdmin Applicant Portal prior to the established deadline. Non-exempt positions are externally recruited for at least five (5) business days. Exempt positions are externally recruited for at least fifteen (15) business days.

 

Internal Recruitment – An internal search requires the approval of the Director of Employment Services. Hiring managers wishing to post for recruitment using the internal search process may submit the request via e-mail to the Director of Employment Services. If approved, the position is posted to the Georgia Southern University web for recruitment restricted to the University, college, division or department. The positions (whether exempt or non-exempt) are posted for five (5) business days.

 

Direct Appointment – No search is conducted. An individual is appointed to the vacant position. The direct appointment requires the written approval of the President. A copy of the written consent must be submitted to the Director of Employment Services for placement in the search file.

The duty of the hiring manager is to determine the most effective way to fill the position. Promoting from within through direct appointment or internal advertising is considered an attractive retention and morale building tool (when it is justifiably and equitably employed) that should be considered when a position becomes vacant. This strategy also saves time and money.

 

Hiring Delay

A 60-day hiring delay has been imposed upon state appropriated or funded positions whose funding codes are 10000, 10500 and 10600. A position must be left vacant 60 calendar days from the date the position became vacant. The hiring manager has the option of waiting until the 60 days have expired to begin the recruitment process; begin the recruitment process immediately upon notification that the incumbent is leaving the position; or make a request to waive the 60-day delay. Waiver of the 60-day delay requires the approval of the President. A copy of the written consent from the President must be submitted to the Director of Employment Services to be placed in the search file.

 

Advertising Vacant Positions

EQUAL EMPLOYMENT OPPORTUNITY IN ADVERTISING – Georgia Southern University aims to implement equal employment opportunity for employees and applicants for employment without regard to race, color, sex, sexual orientation, national origin, religion, age, veteran status, political affiliation, or disability.

As an equal opportunity institution, Georgia Southern University is committed to nondiscriminatory practices consistent with federal and state requirements and objectives, including Executive Order 11246, as amended, Title VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, The Age Discrimination in Employment Act of 1974, Vietnam Era Veterans’ Readjustment Act of 1974, as amended, Sections 503 and 504 of the Rehabilitation Act of 1973, and the Americans with Disabilities Act of 1990, and their implementing regulations.

Georgia Southern University has designated a number of recruitment outlets as standard recruitment sources for exempt and non-exempt positions.

Exempt positions are placed in:

  • University System of Georgia Applicant Clearinghouse
  • Higher Ed Jobs
  • Inside Higher Ed Jobs
  • Chronicle of Higher Education
  • EagleCareernet.com
  • Georgia Department of Labor
  • Statesboro Herald – Mandatory as a condition of the Affirmative Action Plan for any position located in Bulloch County.
  • Savannah Morning News – Mandatory as a condition of the Affirmative Action Plan for any position located in Chatham County.

Non-exempt positions are placed in:

  • Statesboro Herald – Mandatory as a condition of the Affirmative Action Plan for any position located in Bulloch County.
  • Savannah Morning News – Mandatory as a condition of the Affirmative Action Plan for any position located in Chatham County.
  • Georgia Department of Labor

Other recruitment outlets with which the Department of Human Resources maintains alliances are available. The cost of advertising with these outlets is billed to the department. Please see the complete listing of advertising outlets.

Last updated: 8/30/2016

Department of Human Resources • P.O. Box 8104 • Statesboro, Georgia 30460 • (912) 478-5468