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Equal Opportunity and Inclusion

FAQs

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  • The A&P candidate has accepted the verbal offer and the background check is complete, what is the next step?

    Once the background check is complete and Human Resources has approved the Hiring proposal you may proceed to Fill the posting following the steps below in the order listed:

    1. Change User Type to Applicant Reviewer in order to change all remaining active applicants' statuses to "Not Hired-Email at Filled," "Interviewed, Not Hired- Email at Filled," etc. with the appropriate final disposition selected.
    2. After all applicant statuses have been changed you will change your User Type back to Initiator or DDD to "Fill (move to filled)."
    3. Submit the employment recommendation packet to HR including: signed offer letter, three completed reference checks or letters of recommendation, and the osprey card application prior to the employee's start date.

    Please remind the new employee that Human Resources will be providing them with additional information via email regarding their first day, but they can also review the following webpage for information as well: New Employee Resources

  • The Faculty candidate has accepted the verbal offer and the background check is complete, what is the next step?

    Once the background check is complete and Human Resources has approved the Hiring Proposal, the hiring department may proceed to Fill the posting following the steps below in the order listed:

    1. Change User Type to Applicant Reviewer in order to change all remaining active applicants' statuses to "Not Hired-Email at Filled," "Interviewed, Not Hired- Email at Filled," etc. with the appropriate final disposition selected.
    2. After all applicant statuses have been changed you will change your User Type back to Initiator or DDD to "Fill (move to filled)."

    Please be sure to follow-up with Academic Affairs to ensure they have all required information as well as remind the new employee that they must process for payroll on or before their first day of work.

  • We just filled a position. Can I use previously interviewed applicants to fill a new position that was just approved?

    Although the positions may be similar, if the two positions are not the same title (or same position description), the pool from one cannot be used for the other. If the hiring official knows who they want to offer the position to, they may submit a Request for Waiver of Search/Recruitment; however these are not done often. 

    Instead of the waiver, you may post the position in OASys and send the posting information to the applicants you interviewed encouraging them to apply. You may provide general information and let them know you feel their skills, etc., may match this position if they are interested in applying. It is important to not convey that they "have" the job or are even guaranteed an interview; all applications still need to be reviewed.

  • I inadvertently filled the recruitment request in OASys before the Hiring Proposal was approved. How can I correct this to generate an EPAF?
    The hiring department should first notify Human Resources that the posting was filled prematurely. The hiring department should then create a new recruitment request "From Posting". The recruitment request should include a note indicating that this is a duplicate posting specifically reserved for "candidate's full name." The note should also reference the previous requisition number for the posting and hiring proposal. Once this has been completed, send the new recruitment request to HR Approval/Posting.
  • An applicant was selected for interview but now we are having a difficult time scheduling the interview. Can we rescind an offer for an interview?

    Yes, if you have thoroughly documented your efforts to schedule an interview that resulted in scheduling conflicts. Suggested communication may include, "We are sorry you could not be contacted and/or your scheduling conflicts prevented an interview. Therefore, our process has proceeded. However, you may continue to apply for future positions you believe match your qualifications. Thank you for considering UNF."

    Interviews must be coordinated to fit the schedules of hiring officials, committee members, etc.; the search must also continue to meet internal deadlines.

  • Can we rescind a job offer to a candidate who told us after the offer was made that they were not eligible to legally work in the U.S.?

    Yes. The application includes the note below and asks for confirmation that it has been read. As the candidate was technically not eligible for employment at the time of the verbal offer, the offer can be rescinded according to the statement on the application.

    Note: The Immigration and Nationality Act requires all individuals seeking employment at the University of North Florida to provide documentation at the time of hire that verifies their identity and confirms their legal right to work in the United States. In addition, federal law requires this documentation to be provided within three days of employment.

    Have you read the above notice?