Step 1: Requisition Process
- 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).
- The Position Request Form (PRF) approval should be sent to the Recruitment Consultant. This information is required before the position is posted.
- 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).
Step 2: Sourcing Process
Sourcing is the method through which outreach is conducted to attract talent to Georgia Tech.
Before a position is posted, the Recruitment 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.
Note: Costs associated with specific sourcing services are paid by the hiring department.
Hiring managers may also seek candidates outside of Human Resources' temporary applicant pool in the form of referrals that they would like to hire as Tech Temps. Note: Hiring departments that would like to utilize one of Georgia Tech's outside contracted temp agencies may visit www.ohr.gatech.edu/hiringtalent/temporary/agencies.
Step 3: Selection Process
Once the hiring department has an applicant pool, it must decide on the best candidate by conducting interviews and checking references and offers can be made via the Applicant Tracking System (accessible through TechWorks to manage requisitions by Hiring Managers and HR Reps/Contacts).
The Office of Human Resources pre-employment background investigation procedure must be completed before the assignment begins. Safety-sensitive positions require a pre-employment substance abuse screening.
- Background Disclosure Authorization Form
- Background Investigation Request Form (used by departments)
- Pre-Employment Screening Policy
Step 4: Offer Process
Once all the required pre-employment screenings come back as “passes”, the hiring department can make a formal offer to the candidate.