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Posting the Position
A hiring department may choose
either to post internally only (open to current USF
employees) or to post both internally and
externally at the same time. In keeping with the
University’s equal access and equal opportunity
employment practices, all Administration and Staff
vacancies must be posted, unless an exception is
granted. Exceptions to the posting requirement must be
approved by the
Diversity & Equal
Opportunity Office (DEO)
via the DEO waiver process. For more information,
contact your
HR Representative
or DEO and refer to the
Exhibits/Forms
section for
Advertising Exceptions
& Exemptions
and the
USF
Request for Waiver of Advertisement Guidelines.
Complete the
Position Vacancy
Announcement (PVA)
with special attention to the following:
1. Indicate if the position
will be posted internally only or both internally and
externally.
2. Application deadlines
- All positions must be posted
for a minimum of seven (7) calendar days. The hiring
authority may choose to post for a longer duration
from the start or to re-post the position upon the
expiration of the initial seven (7) days.
- In order to generate a
sufficient and diverse applicant pool, the hiring
authority may choose “open until filled” in lieu of
a deadline date. In such cases, the posting will be
open for the minimum seven (7) days and will remain
open until the hiring manager and/or recruiter
believes a sufficient applicant pool has been
established.
- Staff positions designated as
“time-limited” must be posted as such. Time-limited
positions are those positions funded by a
contract/grant or an auxiliary fund for a temporary
and specified period of time.
- Positions that are
anticipated to be or have been verified by Human
Resources as high turnover or difficult to fill may
be posted continuously as “Open (Continuous
Advertisement)” on the PVA.
3. A position must be
re-posted in the same location for at least seven
(7) calendar days if any of the following conditions of
employment are modified:
- Salary;
- Required minimum
qualifications;
- Percentage of the appointment
(Full Time Equivalent/FTE); and/or
- Application deadline.
4. If the initial posting
does not generate an appropriate applicant pool, the
hiring authority should consider additional locations to
publicize the position opening such as advertising in
the
Chronicle of Higher
Education
and other publications, posting on
internet job boards such as
CareerBuilder.com,
etc.
Contact your
HR Representative
for assistance in developing and designing an effective
recruitment strategy. |
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