Resources | ||
|---|---|---|
| Info, How To, and FAQ's | Tools, Forms, Checklists, etc. | Policies, Procedures, Laws, Contacts |
| How to Hire a UC Retiree for Recruited Positions | Sample Non-Selection Letter | UC Policy PPSM 14: Affirmative Action |
| Hiring Forms for Employee Signature | ||
| Sample Offer Letter | ||
ANSWER
In selecting a new employee discuss the decision with the HR recruiter, make candidate an offer, and enter the result in Hiring Manager.
Hiring decisions should be based on:
- How well candidates fulfill essential and desired job requirements.
- Feedback from candidate and finalist interviews.
- How well finalists’ experience and skills fit with UC/UCI Core Values and Competencies.
- How well finalists fit in to department and team dynamics and culture.
- Information from reference checks.
When ready to offer employment:
- Call the HR recruiter to discuss decision.
- Make the offer.
- Use Quick Staffing to document the decision.
- Compile Staff Employment Recruitment File.
SUPERVISOR FOLLOW-UP REQUIRED
Take special care in decision making to ensure selection is based upon job-relevant criteria. Candidates who were not interviewed or interviewed and not selected should be notified.
Leading practices:
- Applicants not interviewed are informed via the applicant tracking system.
- Inform interviewed candidates of non-selection via letter.
- Inform interviewed finalists via phone and letter.
Contact a Human Resources Recruiter for further assistance.
KEYS TO PREVENTING LIABILITYDepartment heads, supervisors, and managers are responsible and accountable for sustaining a sound working environment and implementing fair employment procedures consistent with UCI's nondiscrimination and affirmative action policies. All supervisory staff are responsible for exercising good faith efforts to promote and support the University's equal opportunity and affirmative action policies in all phases of employment actions. |