Liaisons & Supervisors
Talent Acquisition is a focus on not simply filling positions, but on the ongoing process of human capital management from a strategic point of view. Some functions of this area include:
- Approving postings and advertising positions with external sources
- Assisting with recruitment strategies and workforce planning, providing recruitment metrics and analytics
- Conducting pre-employment background checks
- Providing training and guidance in the hiring process
- Reviewing and approving hires to ensure compliance with university, state, and federal guidelines
This area is designed to provide easy access to instruction and resources for the full recruitment cycle from position vacancy through onboarding.
Search and Screening Resources:
Advertising the Position
- A hiring official may choose to advertise to UCF employees exclusively. These internal postings do not require a second source of advertising. USPS or OPS positions posted externally are not required to have an advertisement source in addition to the UCF Careers site but have the option to utilize outside sources if they chose too. In addition to posting to the UCF Careers site, A&P positions must be advertised, in at least one outside source (published in hard copy or electronic version) to attract a broad pool of applicants. Talent Acquisition provides several options for online ads. Please contact Talent Acquisition for more information. Professional organizations’ websites and listservs are also acceptable second sources of advertising.
- “Achieving diversity and inclusion at UCF is a team effort.” In partnership with Talent Acquisition and the Office of Institutional Equity, hiring officials will make outreach efforts that encourage all qualified individuals to apply and will source high-performing candidates from all segments of our society. Examples of actions hiring officials can take include communicating vacancies to informal professional networks, posting vacancies on professional organizations’ websites, and ensuring diversity in the search committee/interview panel.”
- Interview Panels and Search Committees
- Unconscious Bias
- Qualifying a Candidate
- Employment Preferences
- Veteran’s Preference
- Physical Examinations
- Employment Reference checks should be initiated using the electronic reference check function in PageUp Talent Management System. If the hiring manager decides to call the reference to complete the employment reference form, documentation of the completed reference checks must be uploaded into PageUp on the Document tab utilizing the appropriate Telephone Reference Form. This form can be located on Human Resources website under (A – Z Index).
- The hiring official may perform reference checks on all the finalists, successful interviewees or just the selected candidate. However, at least two employment reference checks must be completed on the selected candidate. The hiring official also has the option to request a Letter of recommendation and/or add additional reference questions to the approved UCF employment references. In order of requirement:
- Employment references should be obtained from current or previous supervisors/managers who can provide job-related information about the candidate (members of interview panel or search committee are not permitted to serve as references).
- If item #1 is not possible, references may be obtained from someone in a supervisory/managerial chain of command position who has had a working/reporting relationship with the candidate.
- If the department is unable to secure item #1 or item #2, please contact Talent Acquisition.
- Persons contacted for reference checks should be advised that their comments will be used in making the selection decision and will become public record.
Executive Search Firm and Temporary Labor Resources
There may be times when it is necessary to engage a temporary search firm or executive search firm to enlarge the recruitment pool. Vendors approved by the Office of Procurement Services should be used whenever possible. If an approved vendor is not utilized, it will be necessary to complete an ITN or contact UCF Procurement Services for additional options.
- Executive Search Firms- Executive search firms augment UCF recruitment efforts by assisting in the search efforts and supplying a highly qualified, vetted, applicant pool.
- Temporary Labor Services- Firms that provide temporary labor. Candidates provided will remain employees of the vendor but provide labor services for the university. The university entered into an agreement with several suppliers to provide temporary labor services in numerous categories including, but not limited to, administrative, accounting, training, support staff, information technology, professionals, light industrial, technical, skilled trades, and general maintenance. It is a university requirement that only these suppliers be contacted when a temporary staffing need arises in your department, unless you receive prior approval from UCF Procurement Services.
- Additional contract information and guidelines can be found at https://procurement.ucf.edu/procedures-temporary-labor/ and https://procurement.ucf.edu/wp-content/uploads/sites/3/2018/01/Contract-Guidelines-and-Information-for-Procuring-Temporary-Labor-1.pdf
Please excuse our mess!
Due to the launch of Knight Vision, including the Workday system implementation and Service Enhancement Transformation (SET), UCF HR is currently in the process of reorganizing our website.
As of July 1, 2022 many of our employee forms are now accessible in Workday Help, and we encourage you to go to Workday first and utilize its search function to find the most up-to-date information. We ask for your patience as we update our website and encourage you to reach out to kNEXT for help navigating at 407-823-NEXT or by visiting knext.ucf.edu.