To Download a copy of this checklist click here for the Casual Hiring Check List in PDF Format
1. Job Requisition Process | Initiator | Timeline | |
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Contact SOM HR Lisa Rathsack (Jean Page as back-up) and provide:
Whenever possible, please start the requisition process at least one month in advance from when you would like the casual/temp to begin working. Candidates cannot begin working before passing background check and being hired. | Manager | ||
SOM HR will initiate the requisition in Workday. The requisition will go through several rounds of approval. | SOM HR | 1-5 days | |
For C&T level positions, appropriate candidates will be forwarded from the IEP, YTSS, and NHW pools. If there are no candidates from these pools, Central HR will release the position so a candidate from outside those pools can be hired. | SOM & Central HR | 5-10 days | |
If you do not have a candidate identified, SOM HR will work with you to advertise the position and identify a candidate. | SOM HR | ||
2. Application Link/Background Check | |||
After the position has been fully approved and an application link becomes available, SOM HR will email your candidate of choice asking them to apply. You will be included on this email. After your candidate officially applies, Central HR will initiate a background check through HireRight. | SOM & Central HR |
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After HireRight emails your candidate asking them to complete a background check. | SOM & Central HR | 5-14 days | |
3. Hiring Process Complete |
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When the background check clears, the candidate will be formally hired into the position. At this point they can begin working. You will be included on an email to the candidate from Central HR confirming their pay rate, and informing them to complete their necessary I-9 and tax documents. | Central HR |
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SOM HR will contact you via email regarding your plans for your new casual’s first day, access needs, etc. | SOM HR |
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