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Staff – Regular Non-exempt Positions

The following steps are provided to assist in filling regular non-exempt vacancies.

Step 1: Requesting a Job Requisition

If you are creating a new position or asking for a classification change, you must complete the Position Description Form and the Classification Request Form. Once you have completed both, please send to for proper classification. The compensation team will evaluate the information provided and respond to you with the classification recommendation for your new position.

At this time, you will complete a Position Create/Change e-form in IRIS (ZPPOSITION000) to make the requested changes or to create the new position. It is in this step that you will select ‘yes’ to the Create Requisition question. Once the position is processed through workflow a requisition will populate in Taleo for the recruitment unit to post as a vacant position.

All regular non-exempt positions must be advertised for a minimum of seven days. The presence of a well-qualified, diverse applicant pool will determine if the position should be advertised longer.  The position will be advertised on the:

  • External Career Site: Both external and internal applicants are encouraged to apply.
  • Internal Career Site: Only UT internal applicants* will be considered.
    *NOTE: Internal applicants are considered to be regular and temporary UT faculty and staff.
  • For additional advertising resources please connect with your Recruitment Business Partner.

Step 2: The Requisition

The Human Resources Office will complete the requisition. After it is complete, you may view it in the applicant tracking system. You will be asked to log in using your NetID and password.

Step 3: The Candidate Pool

Recruitment Business Partners will screen applications for the required education and experience as stated in the position description. Applications that meet the required job qualifications will be sent to the hiring manager via email for review.

Each applicant goes through a series of steps and statuses during the hiring process. Your Recruitment Business Partner can assist you in moving candidates through the required steps and statuses.

Step 4: Selection, Vetting and Job Offer

Once a successful candidate has been identified, contact your Recruitment Business Partner for next steps. Prior to connecting with the candidate to make an unofficial offer, the Recruitment Business Partner will assist you with a salary recommendation for the candidate. In addition, he/she will assist with the procedures to create a job offer draft and will also conduct pre-employment background checks and will ask for verification that references were checked. Please note: Criminal background checks and reference checks must be conducted prior to making official offers. All offers are contingent upon completion of successful background checks, completion of reference checks, and verification of required education.

The approval for job offers takes place in IRIS and appears in the approver’s inbox. A formal written job offer cannot be extended until the job offer is approved in IRIS and the clear background check has been received, reference checks are completed, and required education is verified.

Step 5: Onboarding

Once the job offer is approved, the cleared background check received, reference checks and required education verified, the Recruitment Business Partner will extend the formal written offer and begin the onboarding process. This process allows the new hire to electronically accept the job offer. During this step, the candidate will also be provided information about New Employee Orientation.

The New Employee Orientation information will include instructions on where and when to report for orientation, new hire documents to complete electronically prior to orientation, items to print and complete, items to review, and items to bring on the day of orientation. New hires are required to complete the I-9 form and provide appropriate supporting documentation prior to but no later than the first day of work.