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How to Hire Staff at UC Merced

A step-by-step guide to initiating a new staff recruitment at UC Merced

Step 1

Job Description Update

1. Determine if there is a vacancy to be filled.

2. Determine whether to recall, recruit, restructure or re-organize.

3. Determine appointment type – career, limited, or contract.

4. Obtain appropriate approvals via Position Delegate.

5. Create or revise the job description and submit formal Request for Classification of a Position.  Your assigned Compensation Analyst will work with you to determine classification and market pay* .

      *Effective Jan. 2023, SB 1162 requires disclosure of pay scales on all position postings, please refer to SB 1162 for more information.

Step 2

Initiate Recruitment Request via eDoc

1. Complete Recruitment Request Form (RRF) through eDoc . (click here for help with eDoc)

2. Recruitment request must be approved by Position Delegate and Budget Office and previously classified by Compensation before being routed to From there it is immediately assigned to the appropriate Recruiter (Hiring Manager will be copied).

Step 3

Recruitment Strategy – Recruiter Intake

1. Recruiter will reach out within 48 hours of receipt of recruitment request to schedule an Intake Interview and review TAM posting with Hiring Manager.  The Intake Interview is a required step in order to begin applicant review.

2. Recruiter work with Hiring Manager (or designee) to:

  • Clarify and prioritize minimum requirements and preferred requirements
  • Recommend advertising strategy
  • Discuss AA Plan utilization goals
  • Establish timeline/plan for recruitment
  • Establish level of support
  • Identify Committee participation

3. Discuss requirement for Contributions to Diversity Statement.

Recruitment for Manger and Senior Professional (MSP – Manager) or Supervisor require a Contributions to Diversity Statement.  Recruiter is responsible for coordinating the request and submissions. Job positing must indicate requirement for Contribution to Diversity Statement.

Recruitment for MSP (MSP – Non-Supervisor) and PSS position require diversity, equity, and inclusion related questions as part of formal interview process.

4. The position will be posted based on review/approval of Hiring Manager.

5. Recruiter will provide support and consultation as agreed while adhering to UC Policy, EEOC and OFCCP Compliance.

Step 4

Next Steps

How to Screen and Interview Prospective Staff


Need an expert? Contact Talent Acquisition at

Notice: University policies, procedures and applicable collective bargaining agreements shall supersede information in this document or elsewhere on this site.

These instructions apply only to hiring staff employees. Please consult with Talent Acquisition before making a job offer to discuss and arrange reference, background check, or other pre-offer actions.

*Position Delegate: Responsible for approving, denying or making edits to a Position Request, on behalf of the Position Manager and the established division workforce plan. eDoc requests must be approved by respective Position Delegate.