| Position | Role & Responsibility |
|---|---|
| Recruiters | The recruiter assigned to your open requisition will take the lead and serve as your main point of contact until the position is filled. Your recruiter will help identify, screen, and recommend candidates, as well as provide support during the selection and offer processes. |
| Coordinators | Our talent acquisition coordinators provide operational support for the hiring process. They schedule interviews and candidate travel, create offer packages, and manage the prehire onboarding process. |
| Managers | Our talent acquisition managers lead the recruiter teams and ensure that there is sufficient support for all openings. They continuously work with their teams to ensure that we meet our goal of finding high-quality talent in a timely manner. The managers also assist with complex offer packages. |
A hiring manager is …
One whose job code includes a supervisor level of “Assistant Supervisor” or above. Only Assistant Supervisors and above will be able to access applicant and job opening information in Workday.
Hiring regular full-time or part-time employees
Here is an overview of the hiring process for a new or existing position within your supervisory organization. For step-by-step instructions on these tasks, access Workday resources.
- Opening a job requisition. Once you have identified a business need and received any necessary approvals, the first step in hiring a full- or part-time regular employee is to create a new job requisition in Workday. Once you have submitted the requisition, it will be routed to one of our talent acquisition managers, who will assign it to a recruiter. Note: Do not open a job requisition when an internal candidate is pre-identified. Creating a job requisition means the recruiting process is necessary. For transfers or promotions, it is not.
- Screening applicants. Your recruiter will review applicant resumes in a timely manner and advise you once the screening process is complete. You can then review the candidates assigned to you in Workday.
- Scheduling interviews. Select the candidates you’d like to interview and provide your recruiter with dates/times for interviews. Your recruiter will schedule interviews and ensure that all interviewers receive calendar invites for the interviews along with copies of applicants’ resumes.
- Conducting interviews. Read our Interviewing Tips for guidance on conducting an effective interview. Learn how to ask the right follow-up questions, identify red flags, prepare for questions you may receive, and more.
- Post interview. Once interviews are conducted, you will be prompted to complete your Interview Evaluations in Workday. Evaluations must be completed for every applicant immediately after an interview has occurred for both internal and external applicants. Your recruiter will review and advise you of any concerns.
- Candidate selection. Advise your recruiter of the selected candidate for the position and they will submit a request to verify applicant’s employment and education. If the candidate meets requirements, the recruiter will proceed with creating a job offer.
- Job offer. Your recruiter will send you the candidate offer details to review and approve, which will be used to create the offer letter sent to the candidate. Once you have approved, your recruiter will first extend a verbal job offer to the selected candidate and, upon acceptance, provide the signed offer letter to the candidate and any additional required pre-employment paperwork.
- Closing the requisition. Once all required paperwork is completed by the candidate, your recruiter will upload the documents into Workday and classify the candidate as “Ready to Hire,” which will automatically close your open requisition and trigger the Onboarding process in Workday.
Strengthen your interviewing skills
Read these interviewing tips to help you conduct an effective interview.
Hiring temporary employees or contractors
Temporary employees are hourly employees on the employee payroll for a defined period of time. To request a temporary employee, create a new job requisition using the regular hiring process. For any questions, please contact your recruiter.
Contractors are individuals employed by a separate company (usually a vendor or agency) that Acme has retained to provide staffing services to the organization. To request a contractor, create a new job requisition using the regular hiring process. For any questions, please contact your recruiter.
Hiring interns
The Acme internship program is a 12-week program that runs from June through August. Interns at Acme receive pay to perform interesting, challenging, and meaningful work that contributes to Acme’s success and supports the intern’s professional learning.
Acme interns:
- Are paired with mentors, who provide guidance and support.
- Participate in professional social networking events and meetings with Acme executives and other company leaders.
- Collaborate on small-group projects and give their own formal presentation to peers and leaders.
If you are interested in hiring an intern for the summer, submit an intern request. Note that the process includes submitting an outline of proposed projects the intern would work on, then following the same procedures as a regular requisition.
All intern requests must be received and approved no later than the end of the first full week in March. Requests will be considered on a first-come, first-serve basis. Also please note that to be eligible, prospective interns must have completed his or her freshman year of college.