Skip to main content

Shutdown Furlough Guidance and Frequently Asked Questions

Hiring Process

Review each step below for detailed guidance.

To learn more about roles and responsibilities for each step throughout the hiring process, please view Hiring Process Roles and Responsibilities.

  1. Hiring Need

    1. Consult with your servicing Human Resources Specialist to discuss hiring need
    2. Assess the work to be performed and determine if there is need to fill the vacant position
    3. Review staffing and workforce planning documents, if applicable
    4. Determine if the current position description is accurate for skills needed for the position and organization (if no, see Step 3)
    5. Determine recruitment options and requirements for filling vacant position (additional consultation with your servicing Human Resources Specialist)

    Resources

  2. Hiring Approval

    1. Assess whether an internal approval process exists (beyond Request for Eligibles submission completed in Step 6)
    2. Follow internal approval process, if applicable
    3. Submit hiring approval request, if applicable

  3. Position Description

    See Writing/Updating a Position Description for specific steps.

  4. Job Analysis & Assessment Strategy

    OPTION #1 - Current Job Analysis (JA) is Usable

    1. Complete a cursory review of JA
    2. Submit the existing JA to HR for review and use

    OPTION #2 - Make Changes to an Existing Job Analysis (JA)

    1. Determine changes needed for the JA to accurately reflect the critical duties and competencies required of the position and organization
    2. Submit the JA to HR for review and approval

    OPTION #3 - Create a New Job Analysis (JA)

    1. Create a draft JA to accurately reflect the critical duties and competencies required of the position and organization
    2. Submit the JA to HR for review and approval

    Assessment Strategy

    1. Consult with Servicing HR Specialist on the recommended assessment approach to meet requirements of E.O. 13932 and Merit Hiring Plan based on the position, area of consideration and anticipated applicant pool.
    2. Complete required documentation associated with the assessment chosen, i.e. scoring matrix, written prompts, technical questions, etc.
    3. Submit final documents to HR for review and approval.

    Resources

    * Contact your Servicing Human Resources Specialist to request a copy of position descriptions.

  5. Complete "Recruitment Package"

    1. Use the Client Recruitment Checklist to assess remaining requirements for a complete and accurate "recruitment package" (required prior to HR posting announcement)
    2. Submit remaining requirements to HR for review and use.

    Resources

  6. Request for Eligibles Submission

    1. Review process for initiating and approving Request for Eligibles.
    2. Consult with your servicing HR Specialist to verify that the Recruitment Package is complete and ready for submission of the Request for Eligibles Action.
    3. Submit signed and approved WTTS action/Request for Eligibles to HR.

    Resources

  7. Vacancy Announcement

    Review vacancy announcement prior to it being posted on USAJOBS (Your servicing Human Resources Specialist will provide a draft for review).

  8. Candidate Selection

    1. Determine methodology to be used to review referred candidates
    2. Convene interview panel, if applicable
    3. Review candidates' application documents
    4. Conduct interviews, as appropriate
    5. Determine best candidate for selection
    6. Check references, as appropriate
    7. Follow internal approval process as directed by Merit Hiring Plan
    8. Agency Certification directive outlined in the OPM Merit Hiring Plan.
    9. Submit completed certificates to HR

    Resources

  9. New Hire Onboarding

    Assess resources and provisioning required to ensure a successful onboarding for the new hire.

    Resources

 

Last Updated: