Recruiting Roles

Talent Acquisition Consultant (TAC)

The TAC is a member of the central Talent Acquisition office in Staff Human Resources. Talent Acquisition works with Hiring Managers (HM) to initiate recruitments, consult on recruitment planning and fair hiring practices, and complete job offers and hiring. Specifically, the TAC will:

• Review recruitment and job offer requests and forward for additional review & approval
• Review pending job descriptions, assist with critical position identification, confirm suitability of special conditions of employment
• Assist in developing supplemental questions 
• Review posting details, and post approved job openings
• Consult with departments regarding recruitment plan details
• Facilitate special hiring programs, such as transfer in lieu of layoff, MSP reassignment, preferential rehire, and medical reassignment processes, as appropriate
• Provide guidance and consultation on fair hiring and recruitment practices and guidelines
• Review job offer details, define conditions of employment procedures, and confirm approval of job offers, and confirm completion of recruitment documents and records
• Extend conditional job offers, initiate criminal history background and Employment Misconduct Disclosure checks, finalize job offers upon completion of conditions and confirmation of budgetary approval to hire
• Complete hiring, contingent worker and interlocation transfer actions in UCPath.
• Schedule employees for new hire/rehire onboarding

Talent Acquisition Admin Assistant (TA Admin)

The TA Admin is a member of the central Talent Acquisition office in Staff Human Resources. Support Hiring Managers and TACs to complete recruiting and hiring activity. Specifically, the TA Admin will:

• Review posting details and post recruitments to the candidate gateways
• Process requests for advertising and coordinate ad placement
• Support job seekers and applicants with the application process
• Facilitate special placement programs, as appropriate
• Create a Recruitment Document Suite (RDS) and provide recruitment documents and tools, and RDS instructions to the hiring unit 
• Facilitate all first-day orientation activities and employment process compliance
• Oversee completion of post-hire and post-onboarding tasks, including approval of hire templates, statusing applicants and candidates in TAM, tracking orientation paperwork completion and all post-orientation communications and follow up with new and rehired employees
• Manage intralocation transfer appointment paperwork
• Support ongoing inquiries related to the Recruitment Document Suite

Hiring Manager (HM)

The Hiring Manager (HM) is in a position of authority to plan and conduct recruiting and hiring activities. The HM is often the Supervisor of the position to be filled, but maybe a person assigned to act as a delegate under direction of the Supervisor. HM responsibilities include the following: 

• Determine whether or not to chair the search committee, and if not, designate a committee chair and select search committee members
• Determine the overall recruitment plan
• Determine the role of the search committee
• Has completed the mandatory Fair Hiring training within two years of starting a new recruitment
• Ensure the search committee chair has completed the mandatory Fair Hiring training within two years of serving in the role of Chair
• Ensure the search is conducted according to local fair hiring practices
• Determine priorities regarding qualifications for the position and communicates those clearly to the committee 
• May extend an informal job offer to the selected candidate (finalist)
• Ensure all recruitment records are assembled, completed and submitted in a timely fashion as required by Talent Acquisition

All Hiring Managers and designees should review the Fair Hiring Guide prior to recruitment activity.

Please visit our Recruitment Training page to understand any training requirements for the Hiring Manager.

Recruitment Approver (RA)

The Recruitment Approver (RA) is responsible for approving recruitment requests and job offers for their department. Each division should have at least one primary and one back-up RA and may have no more than four. Principal Officers or their designees assign the RA role to members of their division via email to shrhelp@ucsc.edu. No specific training is required for this role. 

Recruitment Approvers will receive email notifications from the SHR TA Job Opening Request form in Service Now, and take action to complete the following:

• Review and approve new job opening requests 
• Review and approve new job offer requests, including:
  • Offers at above the minimum salary
  • Moving expenses, etc.

Search Committee Members

Search committees are advisory to the Hiring Manager. The role of the search committee is determined by the HM and should be communicated clearly to search committee members. A search committee can provide recruitment support in a variety of ways. For more information on search committees, click here.

Committee members may participate in all or some of the following activities: 

• Screen all applications routed for review
• Documentation of the applicant screening process and selection outcomes
• Assist with timely communication to applicants of final status 
• Provide full documentation of recruitment processes and activities

All Search Committee members are expected to review our Fair Hiring Guide prior to involvement in recruitment activity. Please visit our Recruitment Training page to understand any training requirements for Search Committee members.