Screening & Transitioning EPA Applicants

1. Screening & Transitioning EPA Applicants http://jobsearch.uncg.edu/hr

2. EPA Applicant Workflow

3. After navigating to the Jobsearch user login page: http://jobsearch.uncg.edu/hryou will see this login screen. Enter your Username and your Password, then click Login If you have forgotten your password click here to request a password reset.

4. Postings can also be accessed from the Postings tab and selecting EPA Select the posting by clicking on the Job Title here in your Inbox.

5. If you selected EPA from the Postings tab, you will see a listing of all postings you have created as a Hiring Assistant or have access to. Click either the Position Number orFunctional Title to access the posting.

7. Select the Applicants tab to view all applicants. An applicant can be viewed by clicking on their name. If Supplemental Questions were used, then the score for each applicant will be visible here. Applicants will be at the workflow state of Under Review by Department until transitioned by the Hiring Assistant.

8. Screening Applicants

9. There are several methods for screening applicants in UNCGjobsearch. We will look at how to screen applicants: • Individually • Using Screening/Supplemental Questions • By downloading applicant documents

10. Screening Applicants Individually

11. After clicking on an applicant’s name, the summary screen for that applicant is displayed. The applicant’s name, along with their current status and contact information are displayed here at the top of the page. All the information collected through the application process is listed below.

12. If there are any requiredOR optional documents associated with the posting, these are available at the bottom on the page.

15. Screening Applicants Using Screening/Supplemental Questions

17. Using supplemental questions can be especially helpful for screening the preferred qualifications of applicants. Any answer choice can be explored further by clicking on the link associated with it.

18. Screening Applicants By Downloading Documents

19. You can select All Applicants by checking this box OR individual applicants by checking the box beside each person’s name.

20. Applications and associated documents can be downloaded as one PDF document or as separate PDF documents, one per applicant.

21. Search Committees

22. Search Committees & Ranking Criteria Search Committee members (and those with Guest Access or Departmental access) can screen applicants using any or all of the three previous methods. If search committee members were set up when the posting was created andranking/evaluative criteria was also established, then committee members can evaluate candidates using the established criteria when candidates reach a specific workflow state or states. (e.g. Short List, AA Approved for Interview, etc.)

24. Click on Evaluate Applicant to begin evaluating this applicant.

25. Click Show More to view and evaluate other applicants who are at this workflow state. Comments can be added, however users are cautioned against posting inappropriate comments as this data is stored and accessible upon request both during and after the hiring process.

26. Applicants can also be evaluated by clicking on Evaluate Applicants from the Bulk Actions dropdown menu. This will allow the committee member to evaluate ALL applicants at the workflow state where evaluative criteria is being utilized.

28. Transitioning Applicants Individually

30. Applicants can be transitioned individually to a Not Selected Status or Sent to the Short List by using the orange “Take Action on Job Application button”. When choosing a Not Selected status you must also select the BESTreason why an applicant was not selected.

31. Transitioning Applicants in Bulk

32. You can select All Applicants by checking this box OR individual applicants by checking the box beside each person’s name.

33. You can choose one of the Not Selected statuses and select the BEST reason for why an applicant was not selected ORyou can move applicants forward in the recruitment process by sending them to the Short List.

34. You can choose one of the Not Selected statuses and select the BEST reason for why an applicant was not selected ORyou can move applicants forward in the recruitment process by sending them to the Short List.

36. Following the same steps taken to send applicants to the Short List, those applicants on the Short List who will be continuing on in the recruitment can be transitioned to the status of Recommend to AA OR Recommend to Dean. Any remaining applicants on the Short List can also be assigned to Not Selected statuses at this point as well.

38. Dean Review The Dean has the opportunity to review the prospective EPA faculty candidates who are being recommended for an interview prior to these candidates being transitioned to the University Affirmative Action Officer for review.

40. Affirmative Action Review • The University Affirmative Action Officer: • Reviews demographic information of the applicant pool compared and analyzed with EEO data. • Reviews the candidates selected to be interviewed as compared with the candidate pool as a whole. • Rarely is a candidate disallowed for being interviewed, but the additional recommendations based on the applicant pool may be given.

42. AA Approved for Interview: • Candidates can be contacted and interviews can be scheduled once applicants have been approved by the University Affirmative Action Officer. • Remember that Search Committee Members can also use Evaluative/Ranking Criteria during this stage, but only if it was established when the posting was created.

43. Once interviews have taken place and a Final Candidate has been selected, this person’s status can be changed to Send to Recommend for Hire, using the same method used to transition applicants to other statuses. This will initiate the Hiring Proposal phase.

45. Be very careful to choose the correct Hiring Proposal link here. Click on Start EPA “Non Faculty” Hiring Proposal OR Start EPA “Faculty” Hiring Proposal to begin the third and final phase of the recruitment process: Generating a Hiring Proposal.

46. What’s Next? • It will be important to transition those applicants who are not being considered to a Not Selected Status and reason. • This is the end of the second phase.

47. Human Resources Contact If you have any questions or need assistance, please feel free to contact: Natalie Jacobs directly at 336-334-4783 or by email at nljacob2@uncg.edu.