Internal Recruitment

Note: Forms mentioned below can be found at my.georgetowncollege.edu under the Employee Info tab.

Internal Posting

The purpose of the internal position opportunities posting system is to assure consideration is given to qualified and interested employees who are able to meet basic performance standards of the open position.

Internal Posting Procedure

• Position openings will be announced and posted to the Employment Section of the Human Resource website. Position openings may run concurrent with external advertising.
• Position openings will be posted the week the Personnel Requisition is approved and remain posted until the position is filled.
• Posted announcements of position openings will include that information required enabling individuals to make informed personal decisions concerning their own candidacy. The announcement will include: position title, location, department, , eligibility requirements, and job-related selection criteria.
• The College reserves the right to hire applicants from outside Georgetown College when it determines, in its sole discretion, that hiring outside applicants is necessary or desirable.

Employee Responsibilities

• Employees who wish to be considered for an open position submit an Internal Application to Human Resources. External recruiting may be undertaken concurrently.
• Maintain awareness of and respond to announcements of positions for which they are qualified and for which they want to be considered as candidates.
• Seek advice and counsel from appropriate resources relative to their career plans and goals.

Employee Eligibility

• Regular, full time employees may apply for a posted position provided they have been employed for the last six months.
• Anyone under disciplinary action are not eligible for transfer.
• Employees may not change from one job to another, or transfer laterally more often than once every six months.

Manager Responsibilities

• Follow proper employment procedures.
• Inform employees of the sourcing and selection process and encourage them to take responsibility of managing their own careers.
• Conduct interviews with candidates for open positions under their supervision.
• Respond to candidates not selected for open positions under their supervision.
• Respond to employees under their supervision when guidance and counsel is sought.

Human Resources’ Responsibilities

• Administer the policy in a consistent manner.
• Assist managers in preparing accurate position descriptions and to developing job related criteria for use in making objective selection decisions.
• Provide advice and counsel to candidates not selected.
• Provide managers with materials and training that enable them to conduct effective selection interviews.
• Screen applications of applicants.

Application and Screening

• Applicants for posted positions should indicate their candidacy by completing the Internal Application available in Human Resources, and submitting to Human Resources on or before the posting deadline.
• Human Resources will screen applications for basic qualifications and will notify the Hiring Manager of any qualified applicants.

Effective Date

If an internal candidate is selected, the employee will begin the new position as soon as possible after being selected. This is reviewed on a case-by-case basis.

The rate of pay, if changed, will become effective as of the first day worked in the new position.