Step 1: Requisitioning

Once a department has identified a position need as well as has approval to hire and a valid budget number, it should complete a job requistion through the new Applicant Tracking System (accessible through TechWorks or https://gatech.taleo.net). If the position is new or needs to be reevaluated prior to posting, the department should contact its compensation consultant for assistance.

•  All postings must be advertised for a minimum of five business days and will be posted to the Georgia Tech Careers website (www.careers.gatech.edu). A department can choose to post its position in the following ways:
  • External: Both external and internal applicants are encouraged to apply.
  • Internal: Georgia Tech employee applications will be considered.

Note: Tech Temps are Georgia Tech employees and can apply for internal postings. Graduating students will be considered external candidates to the Institute.

If a position is considered underutilized from a diversity standpoint, the position will be posted externally. Exception requests must be approved by Employee Relations.

• The Position Request Form approval should be attached to the requisition. This information is required before the position is posted. 
•  Applicants must apply directly to the Georgia Tech Careers Web site (www.careers.gatech.edu) to officially apply. Unsolicited resumes submitted via other means will not be considered.

Step 2: Sourcing

Sourcing is the method through which outreach is conducted to attract talent to Georgia Tech.

Before a position is posted, the recruiting consultant will contact the hiring manager to assist the department with developing a comprehensive sourcing strategy designed to attract top talent in the marketplace to Georgia Tech based on the needs of the department.

• Additional focus will be given to those roles that are deemed underutilized from a diversity perspective. For underutilized positions, a good faith effort in recruiting must be demonstrated by the department (e.g., additional outreach in the form of publications, Web sites, etc.).  

Note: Costs associated with specific sourcing services are paid by the hiring department.

Step 3: Selection

• Your recruiting consultant will screen applicants and evaluate based on those who meet the minimum qualifications (i.e., education, experience, and, if applicable, license/certification requirements). Depending on the departmental need, the recruiting consultant can offer additional services. This includes conducting phone pre-screens of the top candidates to determine qualifications, interest level, and motivation; providing behavioral based interview questions; salary offer recommendations; extending the salary offer, and more.

• The recruiting consultant and hiring manager work together to determine a qualified interview slate and interview strategy.

• For supervisory positions and above, it is recommended that your HR Representative participate in interviews.

Note:  Please see the various recruitment service levels offered by the Office of Human Resources to campus departments.

Step 4: Offer

• Once a candidate for hire has been selected, the departmental contact will note accordingly in the Applicant Tracking System and send the Offer Details to their recruiting consultant. The recruiting consultant will review and enter the offer in the Applicant Tracking System and send to the HR Representative for review and approval, if applicable. The HR Representative will ensure that all departmental and campus approvals have been received.

• NOTE: For external candidates, if the proposed salary exceeds the hiring range (bottom of Tier 1 to top of Tier 2), the hiring manager submits (via the online system) a salary justification along with the candidate’s current salary for review by compensation. For inter-institutional promotions, compensation guidelines can be found here.

• Upon final review by the Office of Human Resources, the recruiting consultant will submit a draft of a contingent offer letter to the department to provide the candidate. The department will share the results of the offer with the recruiter. If the candidate accepts, the recruiting consultant will submit the pre-employment background documents to the candidate via the Applicant Tracking System.

• Offers of employment are contingent upon successful completion of pre-employment screening(s).

• Upon successful completion of pre-employment screenings, the recruiting consultant will notify the department of the results to proceed with moving the candidate of choice to the onboarding stage and determining a start date.

Step 5: Onboarding

• The new hire can complete most of the pre-employment hiring package online, print the documents, schedule a reservation, and bring them to the Office of Human Resources with the Personal Services Form (PSF).
• All new employees and rehires must complete their pre-employment documents within three business days of their start date. 

Note: The Office of Human Resources is located at 500 Tech Parkway, Atlanta, GA 30332-0435 (diagonal to the Engineer's Bookstore and on the corner of Means and Marietta Streets).