Creating a Job Opening

Open recruitment for PSS and MSP staff positions.

The information below will help you create or cancel a job opening, and go over department responsibilities.

Determine your staffing needs for a replacement, vacant or a newly created position. Issues to consider include the classification level, appointment type such as career, limited appointment, contract, percentage of time, duration, multiple appointments, etc. Your department's Talent Acquisition Partner can assist you.
Consideration should be given to individuals with recall rights within the department. If you have questions, please contact your Talent Acquisition Partner
Ensure you have an accurate position description ready. The position description must accurately reflect the critical functions and qualifications (skill, knowledge, ability and experience requirements) in addition to special requirements, certifications, and/or work environment, (i.e. background check, medical monitoring, pre-placement physical, etc.) and physical demands, if any. Note: No changes can be made to the position description once your job requisition has been approved.
Obtain approval of the hiring authority/department head and/or follow internal protocols to process your request.
Review affirmative action goals and the need for a recruitment plan.

Reviews the job posting including the job summary, qualifications, physical demands, and work environment to ensure information appropriately supports the essential functions.
Works with the hiring department to determine recruitment, clarifies posting and remove dates.
Reaffirms affirmative action goals to develop recruitment plan, and clarifies other information about the position.
Ensures the language in advertisements meets EEO/Policy/Federal/State guidelines.
Edits and approves any advertisements prior to publications in sources. Once approved, the hiring department works directly with the advertising source to place the ad. Learn more about job advertising here.