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

2. SPA Applicant Workflow

3. After the posting closes, Human Resources screens applicants for Priority Statuses. Veteran’s Preference Promotional Priority Reduction in Force (RIF) Applicants are then released to the Department and they are now at the status of “Under Review by Department” or one of the Priority Statuses. Under Review by HR

5. When the posting closes: An email is sent automatically sent to the Hiring Assistant by the system. Within the email is a direct link to the posting. Clicking on the link will take you to the Jobsearch login screen, and after logging in, you will be taken directly to the posting.

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

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

8. If you selected SPA from the Postings tab, you will see a listing of all postings you have created as a Hiring Assistant or have access to.

9. Select the Applicants tab to view all applicants. An applicant can be viewed by clicking on their name. Applicants must be at the state of “Under Review by Dept.” or a Priority state in order for their status to be changed. Hover over the Actions button for Bulk Actions.

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

11. Screening Applicants Individually

12. To view an individual applicant, click on the applicant’s name.

13. 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. Scroll down to view the additional information collected through the application process.

14. If there are any required OR optional documents associated with the posting, these are available at the bottom on the applicant summary page.

15. Screening Applicants Using Screening Questions

17. Using supplemental questions with predetermined answers 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. Transitioning Applicants Individually

22. To view an individual applicant, click on the applicant’s name.

23. 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”.

24. When choosing a Not Selected status you must also select the BEST reason why an applicant was not selected.

25. Transitioning Applicants at the SAME status in Bulk

29. Transitioning Applicants at DIFFERENT statuses in Bulk

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

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

33. 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 for Campus Interview. Remaining applicants on the Short List can also be assigned to Not Selected statuses at this point as well.

35. 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.

37. AA Approved for Interview: Candidates can be contacted and interviews can be scheduled once applicants have been approved by the University Affirmative Action Officer. Please remember to use the structured interview questions that were submitted in the posting phase.

38. 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.

40. Click on Start SPA Hiring Proposal to begin the third and final phase of the recruitment process: Generating a Hiring Proposal

41. 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.

42. 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.