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Hiring Toolkit

Talent Acquisition

Hiring Toolkit

This area is designed to provide easy access to instruction and resources for the full recruitment cycle from position vacancy through onboarding.

 

 

  • Advertising the Position

    • A hiring official may choose to advertise a position internally to UCF employees only. These internal postings do not require a second source of advertising. For USPS or OPS positions posted externally, a second advertisement source beyond the UCF Careers site is not required, though departments may choose to utilize additional external sources if desired. In contrast, A&P positions must be advertised in at least one external source (either in print or electronically) in addition to being posted on the UCF Careers site, to help attract a qualified applicant pool. Talent Acquisition offers a variety of online advertising options and can provide guidance on suitable platforms.

 

 

  • Employment References

    • Employment references can be initiated using the electronic reference check function within our applicant tracking system.
    • If the hiring manager prefers to conduct reference checks by phone, the completed Reference Form must be used and uploaded to the selected candidate’s profile. The form can be found on the Human Resources website under the A-Z Index.

 

  • Reference Check Requirements

    • The hiring official may conduct reference checks on all finalists, successful interviewees, or only the selected candidate.
    • Minimum reference requirements:
      • At least two employment reference checks are required for A&P, USPS, and OPS positions.
      • At least three employment reference checks are required for Faculty positions.
    • The hiring official may also request letters of recommendation and/or add additional reference questions to the approved UCF employment reference forms if desired.

 

  • Order of Preference for Reference Sources:

  1. Current or previous supervisors/managers who can provide job-related information about the candidate (members of the interview panel or search committee cannot serve as references).
  2. If a direct supervisor or manager is not available, references may be obtained from someone in the supervisory/managerial chain of command who has had a working or reporting relationship with the candidate.
  3. If neither of the above is possible, please reach out to Talent Acquisition for guidance.

Important: Individuals contacted for reference checks should be informed that their responses will be used in the selection decision and will become part of the public record.