Hiring Toolkit

Service Audience:
  • Supervisor
Excellent recruiting and hiring practices help reduce turnover and ensure that the university is staffed with productive employees. The following resources guide you through various steps of the hiring process to help you find and hire the right employees.
  • The recruitment efforts may not begin until Employment Services has posted your department's vacancy.
  • Posting Timeframe:
    • External Recruitment - Minimum of five (5) business days. May close position any time after 5:00 pm on the fifth full business day.
    • University-Wide Recruitment - Minimum of five (5) business days. May close position any time after 5:00 pm on the fifth full business day.
  • The interviewing process shall not be conducted until the posted position has closed so that all qualified applicants can receive full consideration. If a position is posted 'Open Until Filled', managers are required to review all applications received, up to the point that they are ready to extend an offer. At this point HR should be contacted so that the posting can be closed. 

Please make sure that you review the applications to identify applicants who may be considered under this category.

Veteran-According to Texas Government Code: § 657.003 (a) An individual who qualifies for a veteran's employment preference is entitled to a preference in employment with or appointment to a public entity or for a public work of this state over other applicants for the same position who do not have a greater qualification.
Texas Government Code:§ 657.004.

Interviews: 

(a) For each announced open position at a state agency, the state agency shall interview: (1) if the total number of individuals interviewed for the position is six or fewer, at least one individual qualified for a veteran's employment preference under Section 657.003; or (2) if the total number of individuals interviewed for the position is more than six, a number of individuals qualified for a veteran's employment preference under Section 657.003 equal to at least 20 percent of the total number interviewed.

(b) A state agency that does not receive any applications from individuals who qualify for a veteran's employment preference under Section 657.003 is not required to comply with Subsection (a).

  • Criminal Background Check Policy - HR-E-PO1
  • Criminal Background Check Form - HR-E-F4

As an equal employment opportunity and affirmative action employer, it is the policy of The University of Texas at Arlington to promote and ensure equal employment opportunity for all individuals without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, disability, or veteran status. The University is committed to the Affirmative Action Program in compliance with all government requirements to ensure nondiscrimination. The UTA campus is accessible to persons with disabilities.

 

Office of Human Resources

J.D. Wetsel Service Center

1225 W. Mitchell St.,
Suite 212, 
Box 19176
Arlington, TX 76019

Phone: 817-272-5554 - Fax: 817-272-7288