Recruitment and Hiring Policy for SHRA Permanent Employment


University of North Carolina at Chapel Hill Policy on Recruitment and Hiring for SHRA Permanent Employment



The University of North Carolina at Chapel Hill ("University" or "UNC-Chapel Hill") is committed to promoting open and fair competition in employment, selecting the most qualified persons to fill vacant positions, and complying with federal and state requirements in recruiting and hiring state employees. To that end, the purpose of this Policy is to outline requirements for recruitment and hiring SHRA permanent employees.


This Policy applies to recruitment and hiring for SHRA permanent positions.


Policy Statement

All hiring selection decisions and offers must be based solely on the following:

  • Job-related criteria,
  • Qualifications of applicants using fair and valid selection criteria, and
  • Satisfactory completion of all relevant reference and background checking, credentials verifications, and verification of eligibility to work in the United States.

Units must follow all recruitment, posting, and selection requirements identified in North Carolina Office of State Human Resources ("OSHR") policies and other relevant laws. To accomplish this, units, hiring managers, and search committees must consistently follow the recruitment and selection process steps outlined by the University's Office of Human Resources ("OHR") on the OHR hiring manager information webpage, including the Hiring Playbook.

The University is an equal opportunity and affirmative action employer. All qualified applicants must receive consideration for employment without regard to age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or status as a protected veteran. More information and a copy of the University's SHRA Equal Employment Opportunity Plans are available on the University's Equal Opportunity and Compliance ("EOC") Office website.

Summary of Recruitment and Selection Requirements

Posting and Recruitment

Position Description

To post and recruit for an SHRA position, OHR Classification and Compensation must approve the position description and the position description must be on file in the University's position management system.

Hiring Standards 

Each SHRA position must comply with State standards for minimum training and experience (knowledge, skills, abilities, and/or competencies) that are deemed necessary for successful job performance. Hiring departments are responsible for determining any job-related competencies in addition to the state standards. Hiring units, in consultation with OHR Employment and Staffing, determine any additional preferred job-related qualifications.

Posting Requirements 

There are specific posting requirements for SHRA position vacancies. The unit's Talent Acquisition Partner in OHR must approve all posting requests and the Employment and Staffing Department will help ensure compliance with all posting requirements. All vacancies must be posted for a minimum of five (5) business days.

  • Internal Only Recruitment: subject to limitations, departments may choose to post positions as available to existing University employees only. For more information, see the University's Policy on Internal Only Recruitment for SHRA Positions.
  • Waiver of Posting: requests for waiving the posting requirements will be approved only in extenuating circumstances as outlined in the OSHR Recruitment and Posting Policy. The waiver must be approved by the University's Senior Director of Employment and Staffing or designee.

Recruitment Strategy and Advertising 

Hiring units should collaborate with their respective Talent Acquisition Partner to develop a recruitment strategy that encourages a diverse applicant pool and meets U.S. Equal Employment Opportunity (EEO) workforce profile objectives.

Search Firms 

A hiring unit may use recruiting or search firms at their own expense to help fill vacant positions only under the conditions outlined in the University Policy on Use of External Search Firms and the OSHR Recruitment and Posting Policy.

Application Submission

How to Apply

All applicants must use the University's online PeopleAdmin applicant portal to submit an application for each position for which they wish to be considered no later than 11:59 p.m. ESP/EDST on the position's posted closing date. The University's OHR Employment and Staffing Department is available for those who need assistance with the applicant portal.

Application Falsification 

Individuals who knowingly and willfully submit false or misleading information; conceal dishonorable military service; or conceal prior employment history or other requested information significantly related to the posted job responsibilities on an application may be disqualified for hire or subjected to disciplinary action up to and including immediate dismissal. Dismissal is mandatory when the applicant submits false or misleading information to meet position qualifications. Additional requirements related to application falsification are outlined in the OSHR Selection of Applicants policy.

Applicant Screening and Selection Process

Screening Process

Hiring units (and search committees) must follow the selection requirements outlined by the OSHR policy and steps outlined on the OHR hiring manager information webpage. This process entails:

  • Search committee members to complete the search committee training module prior to making selections;
  • Interviewing a minimum of three candidates;
  • Prior approval of interviewees by the unit's Talent Acquisition Partner;
  • Prior approval from the EOC Office of any pre-employment testing that the hiring unit or search committee wants to administer as part of the evaluation process; and
  • Retention of all documentation relating to the search for a minimum of three years.
Disability and Religious Accommodations

Hiring units and/or selection committees must provide candidates selected for interview with contact information for the EOC Office to request accommodations needed for the application/interview process. For more information about disabilities and accommodations, contact the EOC Office.

Selection for Hire

The hiring unit must select for hire the best qualified applicant from those interviewed and must also follow the requirements set forth by OSHR and steps outlined on the OHR hiring manager information webpage, which includes:

  • Applying the special employment and reemployment consideration priorities outlined in the OSHR Selection of Applicants policy;
  • Verifying management relationships to ensure compliance with the Employment of Related Persons (Nepotism) Policy and submitting an Employment of Related Persons Certificate, if needed;
  • Submitting a completed hiring proposal to the unit's Talent Acquisition Partner via the applicant tracking system;
  • Completing required reference checks;
  • Completing the required background check and credentials verification process (See the University's Background Check Policy Supplemental Procedures);
  • Entering the appropriate reasons for non-selection for the remaining applicants.

Once the unit's Talent Acquisition Partner extends the job offer to the candidate, to complete the hiring process the candidate must:

Special note: SHRA positions do not qualify for H-1B visas.

Appeal Rights: Refer to the UNC System Office SHRA Employee Grievance Policy for information on applicable appeals for applicants, employees and veterans regarding hiring actions for SHRA permanent and time-limited positions.

Related Requirements

External Regulations and Consequences

University Policies, Standards, and Procedures

Related Forms

Contact Information

Policy Contact

Office of Human Resources
CB #1045
UNC-Chapel Hill

104 Airport Drive
Chapel Hill, NC 27599
(919) 843-2300

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Article ID: 131810
Thu 4/8/21 9:17 PM
Tue 5/14/24 3:43 PM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor, Human Resources
Next Review
Date on which the next document review is due.
05/06/2027 12:00 AM
Last Review
Date on which the most recent document review was completed.
05/06/2024 12:00 AM
Last Revised
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05/06/2024 12:00 AM
Effective Date
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07/01/2014 12:00 AM
Date on which the original version of this document was first made official.
06/01/1985 12:00 AM