Recruitment Policies & Procedures
Here at UCR, we are committed to hiring a talented workforce through recruitment practices that are fair, consistent and comply with all applicable laws and regulations
In addition, the University is dedicated to the value of a diverse workforce as an Equal Opportunity / Affirmative Action Employer with a strong institutional commitment to the achievement of excellence and diversity among its faculty and staff. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law.
Local Recruitment Procedures
Local Procedure 20 - Recruitment and Promotion
Local Procedure 20 describes recruitment requirements for staff appointments in the Professional & Support Staff, Managers & Senior Professionals, and Senior Management Group personnel programs.
Local Procedure 21 Selection and Recruitment
Local Procedure 21 for selecting and appointing candidates for employment shall be used to inform the campus of the requirements and procedures to select and appoint candidates, conduct background checks, reference checks, and employment eligibility verification, as well as the employment of near relatives.
COVID-19 Vaccination Job Posting Language
Effective October 1, 2021, UCR has incorporated the following job posting language that has been reviewed and approved by UC Legal and UC Benefits/Retirement as of September 24, 2021.
As a condition of employment, you will be required to comply with the University of California SARS-CoV-2 (COVID-19) Vaccination Program Policy. All Covered Individuals under the policy must provide proof of Full Vaccination or, if applicable, submit a request for Exception (based on Medical Exemption, Disability, and/or Religious Objection) or Deferral (based on pregnancy) no later than the applicable deadline. For new University of California employees, the applicable deadline is eight weeks after their first date of employment.
All new hire packets must include the Pandemic Statement which is an acknowledgement that all new hires will comply with all of the University of California public health directives related to COVID-19.
The Pandemic is offered in two versions:
Giving Employment References
Located on the Policies and Procedures webpage, PPSM-80: Staff Personnel Records provides managers and employees with information on how to determine when to give an external or internal reference check.
Staffing Agencies
Governed by the UCR Outsourcing for Covered Services policy, in certain instances external recruiting services may be utilized for temporary work. A fee is typically associated with the use of these agencies and only those agencies which have been secured through the system wide co-primary agreements (issued by the UC Office of the President) may be engaged:
Temporary Staffing Agencies
- The agency is responsible for recruiting, screening, conducting background checks and supervision of the assigned temporary worker
- The agency charges a fee which is typically a percentage added to the temporary worker's hourly rate for a fixed period of time. This fee is charged for all hours worked by the temporary worker
- The temporary worker is an employee of the agency and wages are paid through the agency
- The Temporary Worker Guidelines provides information on identifying, placing and managing temporary worker assignments
- The Temporary Employee Services webpage provides a list of approved agencies
Contract information for approved agencies can be found at the UC Office of the President Purchasing Services - Agreements Database when sorting by Temporary Staffing Services. For access to the database, contact your location procurement department.
Executive Search Firms
- UC maintains contracts with a list of approved search firms for occasional use for highly specialized executive and senior level positions
- HR review and coordination is required to ensure that the campus meets its equal employment and affirmative action obligations when a search firm is used
- For assistance with all use of search firms for MSP (Management and Senior Professional) or PSS (Professional Support Staff) positions, please contact the Director of Talent Acquisition.
Reemployment of UC Retired Employees
The Reemployment of the UC Retired Employees into Staff Positions program recognizes that UC retirees are a valuable resource, providing the University with institutional knowledge, research resources and experienced replacements on a short-term temporary basis when needed. The Rehired Retiree Pool program offers temporary assignments of short-term duration and will generally be established with non-exempt appointment status.
Human Resources Management System
The Human Resources Management System (HRMS) is intended for current users of Job Search Module, Career Tracks, and Job Description System (JDS). To learn more about how HRMS is part of the recruitment process, please visit the Human Resources Management System webpage.