Filling a Vacancy

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Staffing Options- Open Recruitment

Open Recruitment is a competitive process that seeks a broad pool of qualified, diverse applicants and normally utilizes a search committee to screen, interview and identify a candidate for hire.

Hiring Managers (HM) are strongly encouraged to fill positions by Open Recruitment.

A Certified Hiring Manager (CHM) interacts directly with the Recruitment Management System (RMS) to initiate requests, status applications and begin the job offer process. A Hiring Manager (HM) works through their Talent Acquisition Consultant (TAC) to complete these activities.

Process Overview:

  1. The Hiring Manager (HM) initiates a recruitment request, using the RMS Recruitment Worksheet; the Certified Hiring Manager (CHM) initiates a recruitment request in RMS.
    1. The Talent Acquisition Consultant (TAC) reviews the request.
    2. The Divisional Approver (DA) approves the position.
    3. The Classification Analyst (CA) classifies the position.
  2. The TAC posts and advertises the job.
  3. Before releasing applications to the HM, the TA Team:
    1. Screens applications to identify special selection, preferential rehire and special re-employment applicants.
    2. Verifies the eligibility of applicants for Campus-Only Recruitments.
  4. The TAC notifies the HM/CHM when applications are available for viewing.
    1. Initial batch - applications are released within two business days after the initial review date (IRD).
    2. Subsequent batch(es) - additional applications are released within two business days after receipt of written request.
  5. The HM/CHM and the Search Committee selects interviewees and conducts interviews after screening application materials.
  6. The HM/CHM conducts reference checks and makes a hiring decision.
  7. The TAC makes a formal job offer to the selected candidate.
  8. The Talent Acquisition Team conducts onboarding if the selected candidate is a new hire or rehire.



  • Assures greatest access to available pool of qualified candidates
  • Allows greatest opportunity for interested parties to compete
  • Invigorates and brings new skills and perspectives to unit workforce
  • Provides an opportunity to address underutilization within the classification and/or job group
  • Recruiting the most qualified candidates is critical to campus succession planning
  • Requires allocation of resources for outreach and advertising
  • Process can take up to three months, or longer

See Recruitment for Policy Details.

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