Talent Acquisition

The Initiator role in PeopleAdmin is the key user who begins the hiring process for department(s). They can review and edit positions and submit hiring proposals.

To start the job posting process:

• Login to PeopleAdmin
• Click on the orange Click Here to Login with your NetID
• Enter your NetID and password

Once you have logged into PeopleAdmin, view the job aid below for step-by-step instructions on submitting a job posting.

A member of the employment team will review your submission and will contact the initiator directly if additional information is needed. The Initiator will be the only person notified by email when the job is approved, and the job is posted.

As part of the posting process, departments will need to determine whether to recruit internally or externally.

INTERNAL ONLY

This option allows for department to recruit current UTA employees only.

• At a minimum, all positions should be posted internally for 5 business days
• Internal candidates must meet the minimum qualifications
• Review the Employee Transfer Policy (HR-E-PO-16) prior to interviewing internal employees
• Can be changed to an external/internal posting if you are not satisfied with the initial applicant pool.

EXTERNAL/INTERNAL

This option allows the department to recruit both current UTA employees and external applicants.

• Posted for a minimum of at least 5 to10 business days
• Maintaining a new job posting for a minimum of 10 days is essential because our careers website is frequently scraped by multiple external platforms.
• This extended posting duration, typically 7 - 10 days, ensures that the position gains maximum exposure on job boards, increasing visibility to potential candidates.

NOTE: Vacancies will remain advertised until you inform the Talent Acquisition Team that you wish to close recruitment. If during the open recruitment period a significant number of applicants have applied, your Talent Acquisition Team may recommend closing the posting.

The Talent Acquisition Team (TA) is here to partner with supervisors and their departments to help with finding the most qualified candidates.

You and your team should reach out to TA if:

• Your requisition has been open for at least 2 weeks and there are less than 10 applicants who have applied.
• You have a requisition that is urgent. Urgent means that the position will impact the department on a large scale without a backfill.
• New hiring managers who have not previously had an engagement call with a Talent Acquisition team member.

All requests should have the following conditions met before contacting the TA team:

• A role must already be posted with an active Job ID.
• All hiring managers must be available for an initial engagement/intake call.

Through these scheduled engagement/intake meetings with hiring managers, we can:

• Present and collaborate on hiring and sourcing strategies.
• Help ramp up application intake.
• Assist with screening applicants.

Recruiters can now invest extra time in preparation and planning to enhance your hiring process. Our engagement call is a one and one call with a Talent Acquisition recruiter to build a customizable recruiting plan for your vacant position. This call will strengthen communication between recruiters, managers, and the hiring team. This strengthened communication will allow for better-quality candidates and quicker role fulfillment while reducing the risk of unexpected surprises like last-minute candidate declines.

Options to Optimize Your Hiring Process

Option One: Boosting Candidate Flow

• Feature your role on LinkedIn for maximum visibility.
• Create new job postings on platforms like Indeed, HigherEd, and LinkedIn.
• Leverage social media platforms like Facebook and LinkedIn for wider reach.
• Direct sourcing to engage passive candidates not actively seeking jobs on traditional platforms.

Option Two: Streamlined Screening and Resume Review

• We handle candidate scheduling and phone screening, providing you with qualified candidates for interviews.
• You can choose to schedule interviews yourself or rely on our support.
• Our process ensures minimal interruptions, allowing you to focus on your core tasks until we have qualified candidates ready for your consideration.

To expand the candidate pool, it may be necessary to advertise on specialized, niche sites. Advertising, internet job boards, trade journals, professional associations, and list serves are useful tools in publicizing professional job vacancies. Additional paid-for advertising is maintained and paid for by the hiring department.

If you need assistance, please contact the employment@uta.edu

Advertising with different sources outside of typical platforms, supports the recruitment of top talent for all open positions at UTA. Advertising sources may include key national publications, as well as regional and local networks that service targeted audiences. We have compiled a listing guide to help you connect with these advertising sources.

If you have recommendations on community partners or organizations to add to the list, please contact employment@uta.edu

Talent Acquisition will seek opportunities to publish and post job vacancies for free professional organizations websites, digital media, social media, or publications. Additional cost advertising is paid for by the hiring department.