The following questions are frequently received by Employment Services from campus departments.

• When can a "Contract" appointment be considered?
• A contract appointment can be considered for non-represented positions at certain levels when a particular individual has been identified to do the job or if specific conditions are attached to the position, such as projects with scheduled deadlines. Generally, contracts are established for 1 year. Terms and conditions of employment are specified in a written contract. Contracts must be revised if terms of conditions change. All contracts, including revisions and extensions, require approval by our Employment Consultant/Recruiter in Human Resources.
• Where can I find policies and procedures pertaining to recruitment and promotion?
• HR has a Staff Personnel Policy Online Bookshelf. For positions that are not represented by a union, refer to the Personnel Policies for Staff Members, sections 20 (Recruitment) and 21 (Appointment). For positions that are represented by a union, refer to the appropriate labor contract. For represented positions without a current contract, refer to the Staff Personnel Policy Online Bookshelf to determine the policy manual you should use.
• Why must I recruit for a position if I already know whom I want to hire?
• University policy and collective bargaining agreements require the University to recruit both within and outside its workforce to obtain qualified applicants. Additionally, the University's legal obligations as a federal contractor also require it to design specific efforts to promote equal employment opportunity.
• Do we still have affirmative action goals?
• See the Affirmative Action information from our Diversity and Inclusion page.
• Do I have to interview more than one candidate?
• We encourage you to interview the most appropriately qualified candidates and to interview more than one candidate if they meet the required minimum qualifications. Note: some administrative departments have an internal protocol regarding interviews.
• Do I need to check references before making a job offer and what can I ask of a reference source?
• Yes. References should always be checked regardless of your impression of the interviewed candidate's qualifications. Reference checks should be conducted for every finalist after you have completed your interviews. References are checked for three basic reasons: 1) to verify employment; 2) to verify what you have learned during the interview and 3) to obtain employment recommendations. Obtaining permission from the candidate to check references is required prior to contacting references. Questions must be job related and responses can be used in consideration only if documented. Please contact your Employment Consultant/Recruiter in Human Resources for information regarding this review.
• May I offer an increase in salary for a lateral transfer/hire?
• If an employee is transferring from one position to another position in a classification that has the same salary range maximum, normally he/she will not receive a salary adjustment. For positions covered by a collective bargaining unit, contact your Employment Consultant/Recruiter in Human Resources prior to making any increase for a lateral transfer.
• How do I know where to recruit to get the best diverse pool of applicants?
• Review materials on our Diversity and Inclusion page.
• Do I have to wait for someone to leave their job before I can recruit?
• No, as long as you have received approval from your departmental authority to recruit for an upcoming vacant position. You will need to vacate the position in the Position Management & Recruitment System prior to the  initiating a request for recruitment.  Please contact Disability Management Services to discuss separation of employee due to medical separation prior to submitting request for recruitment.
• Who tells the applicants about the status of their application?
• Applicants will be be able to view thee status of their application by logging into the candidate application system (TAM).
• Where can I view Affirmative Action goals?
• Current UC Davis Affirmative Action Goals (PDF)
• If there are two equally qualified candidates and I have an Affirmative Action goal and one of the applicants meets the goal, do I have to select that person?
• The University of California is an equal opportunity/affirmative action employer in compliance with federal affirmative action regulations that apply to federal contractors. UC is also required to comply with the provisions of Article 1, Section 31 of the California Constitution (Proposition 209) which prohibits discrimination against or preferential treatment to any individual or group on the basis of race, sex, color, ethnicity or national origin.
• If I don't have a diverse pool of applicants what can I do?
• Contact your Employment Consultant/Recruiter to review the recruitment plan initiated at the onset of the recruitment and/or to explore developing new strategy to reach diverse applicants.
• Will my Employment Consultant/Recruiter inform me if I don't have a diverse applicant pool?
• Yes, your Employment Consultant/Recruiter will advise you if you do not have a diverse applicant pool, however it is to the benefit of the department to contact your Employment Consultant/Recruiter as early as possible to discuss affirmative action goals and type of recruitment outreach activities required for a diverse applicant pool.
• Who pays for additional advertising?
• Contact your recruiter to talk about advertising options.
• Does my Employment Consultant/Recruiter reach out to different labor markets or do I have to ask for a special recruitment?
• Your Employment Consultant/Recruiter should be contacted prior to posting your job to discuss current recruitment efforts, identify specific outreach sources and to explore special recruitment efforts in the various labor markets.