Successful recruitment for a successful candidate.
Workday is UBalt's self-service recruiting program that provides a gateway for interested job seekers to apply for and track job opportunities. Workday Recruiting provides UBalt hiring authorities and teams a paperless recruitment, selection and hire system.
Are you ready to recruit?
- Do you have a completed position description?
- Do you have an approved hiring salary range?
- Do you have an approved position number?
- Do you have approved funding?
- Do you have leadership approval?
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Step 1: Creating / Updating a Position Description
A position description is required when completing the Job Opening Request. A position description may exist if you are filling a vacancy for an existing position. However, if the position is new or if the position description has not been reviewed in the last year, a new or updated position description may be required. Once the position description is complete it should be sent to OHR for the assignment and/ or validation of the position's title, classification and hiring salary range. A job code is also assigned.
The hiring manager secures approval to recruit in accordance with their departmental process that typically includes:
- Senior Management - Confirms support for the hire. Acquiring approval at this stage prevents possible delays in moving the recruitment forward.
- Position Manager - Confirms budget availability and appropriate account information.
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Step 2: Submitting a Job Opening Request
Your HCM Action Initiator will complete the Create Job Requisition task in Workday. Once it has received the required approvals, the posting will go live.
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Step 3: The Applicant Experience
Once a job is posted, applicants have the ability to apply for positions. External applicants create their own Workday account to manage their applications, while internal applicants apply through their Jobs Hub in Workday.
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Step 4: Manage Applicants/Candidates
Once you decide which applicants you would like to interview, move them forward to the “Interview” stage in Workday. For academic positions, you can proceed with scheduling and conducting the interviews. For staff positions, candidates selected for interview will need to be checked by OHR to confirm that they meet the minimum qualifications for the role. OHR will receive the task to check this when you update that candidate’s status to “Interview.”
Hiring managers schedule interviews with candidates directly and enter the selected date, time, and search committee members in Workday. Search committee members will receive a task in their Workday inbox to enter interview feedback on the day of the interview.
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Step 5: Selecting the Successful Candidate
Once the finalist is identified, the hiring manager conducts three reference checks.
Once completed, the hiring manager discusses final salary and job offer details with the Recruiter. For non-faculty hires, the Recruiter contacts the finalist with a verbal job offer. For faculty hires only, thedean's office of the respective school contacts the finalist with a verbal appointment offer.
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Step 6: Request for Offer
For non-faculty hires, once the candidate accepts the offer, the Recruiter contacts the hiring manager, finalizes an offer letter, and sends the offer letter via Workday. The offer letter documents the starting salary, hire date, and other pertinent information. The candidate is then able to virtually sign the letter and start the new hire process.
For faculty hires, the appointment letter is prepared by the Provost's Office and sent to the candidate via Workday. Once signed and returned, the candidate completes the information required for hire.