7-days is the shortest posting period for a non-represented positions and 2-weeks for union-represented positions. Student Life’s practice is to post for 2 weeks which makes the best pairing for external advertising and to attract the best candidate pool.

Select payroll titles will automatically fall under the UCSD internal recruitment program, however, currently all PSS level positions are eligible for this program by department request. MSP positions are reviewed on a case by case basis by Human Resources for this program.

• Assistant III
• Administrative specialist
• Assistant through senior administrative analyst
• Administrative coordinator
• Student affairs officer I-IV
• Programmer analyst II

Once Student Life HR (SLHR) receives and assigns your requisition. It take 1-2 business days to process and central HR is allotted 3-business days to process. However in most cases, the average turnaround is 2-business days for replacement positions and 3- business days for new positions.

Once your requisition is submitted, your recruitment will be assigned to a Student Life HR (SLHR) staff member. You may contact them directly or contact the SLHR main line at 858-246-1900 for immediate assistance.

No, the hiring supervisor or Chair can maintain forward movement, and perform the following duties:

• Liaison between hiring authority, committee, and human resources.
• Calls all meetings
• Arrange interview logistics
• Ensure charge is being carried out
• Ensure proper records and minutes are being kept and recorded
• Other duties as requested by supervisor/hiring authority

An appointment type references the percentage of time the employee is expected to work. Since most positions are hired at full-time, the Recruitment Form defaults to 100%. However, Student Life hires employees, such as Lead Baristas, Sr. Scene Technicians, and Short-Term Exceptions, at various percentages. In these cases, the appointment percentage would need to be adjusted prior to submitting the request. It’s important to note that the job description being used should reflect the correct appointment/percentage type. If it does not, a new job description should be created. Contact SLHR for more information.

The screening criteria is derived from the Knowledge, Skills, & Abilities (KSAs) of the job description. Criteria used for screening is presumed to be easily identifiable on an applicant's resume.

Like the screening criteria, the interview criteria (also known as the selection criteria) is derived from the Knowledge, Skills, & Abilities (KSAs) of the job description. The supervisor/hiring authority has more flexibility to align the interview questions with the selection criteria and it’s recommended that soft skills, such as interpersonal and communication skills, be considered as part of the selection criteria.