FAQs about Hiring

Georgia Tech Human Resource's Talent Acquisition team provides answers to commonly asked questions about the hiring process. Please note, this does not include unit-specific hiring information.

Questions are sorted based on where they fall in the hiring process:

Questions are added regularly, standby for more. This page was last updated Oct. 31, 2017. 

Step 1. Consultation

How do I decide the right interview questions to ask? Is there a standard?
Developing effective interview questions is the key to a successful employment interview. Interview questions should be based on the requirements, skills, and competencies necessary to perform the job. Work with your Talent Consultant during the recruiting consultation to identify key competencies for the position. Using the key competencies, your Talent Consultant can assist with developing behavioral questions. Behavioral interviewing questions are designed to gain insight into an applicant's qualities and characteristics, as evidenced by past behaviors.

What approvals are needed to complete a hire?
The Hiring Manager will need to include the department HR Business Partner/Representative and Talent Consultant to the approval chain to post a position in the Applicant Tracking System (ATS) Taleo. The Hiring Manager and department HR BP/Rep will need to approve all offers within salary guidelines. The Georgia Tech Human Resources (GTHR) compensation staff will need to review all offer exceptions for approval consideration.

How do managers ensure a consultation happens?
Once you have determined that you have an opening, engage your department HR BP/Rep and Talent Consultant to set up a recruiting consultation.

 

Step 2. Recruiting

Are there multiple ways to advertise a position?
Yes. During your recruitment consultation, you should review job advertising options with your Talent Consultant. A job posting may be posted Georgia Tech Career site, Higher Ed Jobs, LinkedIn, and Applicant Clearinghouse depending on availability. Other specialty and major job boards are available to post positions depending on the hiring department funding.

Does the hiring manager have the ability to make decisions on what methods are used?
Yes, your Talent Consultant will work with you to guide you through the external job posting process. 

How can we best source candidates to get robust and diverse pools?
Meet with your Talent Consultant to discuss a diverse sourcing strategy. Your Talent Consultant will identify diverse recruiting sources such as diversity job board, networking groups, and professional organizations to advertise your job opening. 

What role do skills testing play in recruitment?
 
Your Talent Consultant will review our skills assessment vendor catalog with you. Our assessment vendor has hundreds of assessments available based on skills. Your Talent Consultant can assist you with selecting the most appropriate assessment and review cost information. 

 

Step 3. Create the Requisition

Is there any training for Taleo?
Yes, contact your Talent Consultant to schedule a Taleo Training session.

What filters/criteria, beyond those provided, are used when setting up the posting?
The Talent Consultants will review the job description, basic requirements, and pre-screening questions to determine if an applicant meets the basic qualifications for a position. No additional criteria are used beyond what’s provided when setting up the job posting.

Can salary ranges be added to the job description?
Yes. The Hiring Manager has the option to include the salary in the job posting.

How long does the requisition stay open?
All job postings for staff positions are posted for a minimum of five (5) business days.

 

Step 4. Review Resumes

How does the system decide what words match and are accepted from the candidates' application?
The Talent Consultant reviews the applicant's resume, application and responses to the pre-screening questions to determine if a candidate meets the basic qualifications for a position.

How do human resources individuals determine what resumes to send to hiring managers?
The Talent Consultant moves applicants forward in the process if they meet the basic qualifications outlined in the job description. Hiring Managers may only request to see applicants who meet preferred qualifications. The resume review process should be discussed during the recruitment consultation with the Talent Consultant.

What additional tools can a hiring manager use when screening applicants?
The Hiring Manager should use preferred qualifications, review applicants pre-screening responses, and candidate questionnaires. Work with your Talent Consultant to identify key competencies to develop questionnaires to send to applicants. 

 

Step 5. Interview and Selections

What is the process for communicating with candidates who were not selected?
The Talent Consultant will send rejection emails to all non-selected candidates after the position closes and the selected candidate has been hired.

Is there a need to compile and retain interview data, selection/non-selection comments, scoring, etc. and if so what is the retention period for such?
Recruiting, interviewing, and hiring data should be retained for a minimum of three years.

 

Step 6. The Offer

What are the steps to get an offer letter to a qualified candidate and is there anything we can do to speed up the process?
After the Talent Consultant receives the offer details, they will generate the offer letter within 24 to 48 hours. All salary exceptions should be sent to GTHR compensation for review and approval before an offer letter is generated.

 

Step 7. Background Screening

What background checks are required?
All positions require a Standard Criminal Background Check which consists of Federal Criminal Record Search, State Criminal Record Search, Sexual Predator Search, National SS# Trace/Verification, OFAC (Office of Foreign Asset Control) Search. Additional background screenings are available based on the job responsibilities.

What are the types of screenings checks?
Standard New Hire Background Check, National Criminal Record Search, Motor Vehicle Record (MVR) Search, Credit Report, Education Verification, Professional Licensure/Certification Verification, Drug/Alcohol Test

What is the turnaround time on credit checks and the overall background check process?
The overall background screening process will vary based on types of screenings and information provided by the candidate. Most background screening results are received within 3-5 business days.

Can the hiring manager have access to background check information detail?
No, all background check information is confidential and not shared.

Are internal candidates subject to background checks as well?
Yes, a background check must be performed on any existing employee being transferred, reassigned, reclassified, or promoted to a new position, unless the employee has had a background investigation within the past year.

What causes a delay in a background screening?
There are many reasons why there are delays in the background screening process, such as untimely receipt of the candidate background documents, international education verification, discrepancies in the information the candidate provided and the results and manual searches.

 

Step 8. Hire & Onboard

Can an employee start the job earlier than the start date listed in Taleo?
Yes, if the candidate has cleared the background screening process.