Create a Job Requisition 

1. 

Select the Access the Hiring Center link.

The Hiring Center home page displays in a new window.

2. 

Select the Create New Req link.

3. 

Select the Search icon next to the Position Title field.

The Search by Position Title or Position Number window displays. A search by position number is the most efficient.

4. 

Enter the position number for the job you intend to hire.

5. 

Select the Search button.

The position title and number display.

6. 

Confirm the position title and number by selecting the link.

The requisition page displays.

7. 

Information for the position defaults into the Basic Information section.

Select the Occupational Category dropdown arrow.

The Occupational Category list displays.

8. 

Applicants may search for jobs with an occupational category.  Select the category most appropriate for the job you are going to fill.

9. 

Other Locations

When the position/positions may be assigned to other locations (other than the primary location), use the Other Locations field.

Example: Your division has several offices in the same city. The person you hire may be assigned to any of these. Use "Other Locations" to identify alternate offices.

The numbers after the city names are location codes. Ask your manager or your staffing specialist for help identifying the location code for a specific address.

10. 

Select the Supervisory Level dropdown arrow.

11. 

Select the "Manager Level" appropriate to the position you are posting. Select "Non-Manager" if the employee does not supervise other employees.

Select "Supervisory" if the employee supervises employees but is not responsible for a department or departments.

Select "Manager" if the employee supervises and is responsible for a department or departments.

12. 

When the position is Supervisory or Managerial, in the Number of Direct Reports field, enter the number of employees the position will directly supervise.

When the position is a non-manager, enter "zero" or leave the field blank.

13. 

Select the Percent of Travel dropdown arrow.

A list of percentages display.

14. 

Select the percent of time an employee might expect to be "on the road" performing job duties.

It's recommended that if you expect the employee to do any incidental travelling, you select 5% to 10%.

15. 

Disregard the Facility Location unless your position is associated with a DADS State Supported Living Center or a DSHS State Hospital.

If your position is within one of these facilities, select that facility from the Facility Locations dropdown list.

16. 

Requisition Type

Accept the default of "Regular" for Requisition Type unless you are posting for a high turnover position. (Generally, requisitions for high turnover jobs are created by requisitions specialists. The posting type of "perpetual" may be used for these jobs.)

Posting Duration

Ten days is the minimum which you must post a state job. You must have approval from your agency head or a designee to close the position in less the ten days. For regular requisitions, accept the ten-day posting duration or extend it to allow for more applicants. For “perpetuals”, you may use a posting duration of up to 182 days.

17. 

Select the Posting Advertisement dropdown arrow.

The values of "Agencies, Departments, and All" display.

18. 

Posting Advertisement

Select "All" to open up the job to all HHS employees and the general public. When you select "All," your job is also posted with WorkinTexas.com.

Select "Agencies" to open your job for applications from all employees within the five HHS agencies.

Select "Departments" to open your job to all employees within all departments of your agency. If you want to further limit eligible applicants, for example, to employees within your department, include this in statements in the Initial Screening Criteria and Additional Notes sections of the requisition.

Example: "Job is open only to current CPS employees."

19. 

Number (#) of Openings

In the "# of Openings" field, you would enter the number of positions you were approved to fill using this requisition.

20. 

To identify the shift the position will work, select the Shift dropdown arrow.

21. 

Select the Shift the position will work.

22. 

Telecommuting Status

If the position is not eligible for tele-work - officing at home - accept the default value of "Select One" for Telecommuting Status.

Select the value "Employee Class 1" if the position is eligible for tele-work.

23. 

Job Description

Enter the general responsibilities of the position in the Job Description field. If you have an HR0702 (Job Description) for the position, you may paste the job description from that document into this field.

The description you enter must be similar in complexity and scope identified by the Texas State Auditor's Classification Team for the job class.

Ask a Staffing Specialist for any help you need.

Enter the responsibilities as a single paragraph for best appearance on the job posting.

24. 

Essential Job Functions

Essential job functions are the tasks the employee must perform, with or without accommodation, to fulfill the responsibilities of the job. 

If you have a HR0702 for the job, you may paste the task statements from this document into this field. You may simplify the language of the HR0702 task statements when you use them in the requisition but the number and the scope of the statements should be similar.

For each task, you may include the percentage to reflect the amount of time a candidate can expect to perform each task so he or she can understand the focus of the job.

Enter each function/task as a sentence. Begin each sentence on its own line to increase the job posting's readability.

25. 

Registrations, Licensure Requirements, or Certification

List the registrations, licenses, or certifications a candidate must have to qualify for this job. If you have license or certificates you prefer a candidate have, you may also identify these here as "preferred."

Enter each accomplishment as a sentence with each beginning on its own line to increase readability.

26. 

Knowledge, Skills and Abilities

Knowledge, Skills, and Abilities are the attributes an applicant must have to effectively perform the job functions.

For readability, add each attribute as a sentence or phrase with each starting on its own line.

27.

Initial Screening Criteria

Initial Screening Criteria are qualifications and experience necessary to perform the job. Examples "Bachelors in Health Sciences or related field," or, " Two or more years working as an epidemiologist in a public health setting."

Identify about six criteria. Use a range of years and terms like "some" or "extensive" so you don't unwittingly screen out qualified applicants. State in terms of the education, training, or experience need to perform the essential functions.

Applicants will use the knowledge, skills, and abilities section and their job histories of their applications to demonstrate how they meet the initial screening criteria.

The initial screening criteria also help applicants screen themselves out of jobs for which they are not qualified.

Do not inflate the initial screening criteria to be the "preferred" criteria.

28. 

Final Selection Criteria

The final selection criteria are the standards you will use to select the most qualified candidate from those you interview. An example is "Demonstrates through the job application and in the interview a thorough understanding about the systematic identification of pathogens."

The final criteria are not displayed to applicants.

29. 

Additional Information

Use this section to provide applicants more information about the job. For example, if qualified applicants are limited to current employees of a department or division, identify that here. If interviewees will be asked to take a test or potential candidates are subject to criminal background checks or drug testing, include this information.

This section must include a standard statement that tells potential interviewees how to request an accommodation should they need this to participate in the interview. Your staffing specialist will paste the statement into this section if you don't have the language.

30. 

Interview Team Members (Optional)

When you are a manager creating the requisition, your name will display as an Interview Team Member. You may identify other managers who will participate in the interview using this functionality but employee names cannot be selected.

Alternately, you can e-mail the names of employees making up the interview team (both managers and employees) to your staffing specialist.

Remember, if you use a group to interview applicants, all applicants for the job are to be interviewed by the same group members.

31. 

Recommended Compensation

The recommended compensation is the salary range that may be offered to an applicant. You will enter the lowest possible salary (from) and the highest possible salary (to). It's recommended that you enter the salary in terms of monthly salary - as most jobs on the site are advertised this way. 

The minimum must be the minimum for this job, which is shown as the "Min" Wage Amount.

32. 

In the "Posting Salary To" field, enter the maximum that may be paid to the most qualified candidate.

Sometimes jobs are not advertised at the full range. This is acceptable but no candidate may be hired for an amount exceeding the maximum salary advertised in the posting.

Example: You advertised the job with a maximum salary of $2720.29. You interview a superior candidate but will need to offer them $3000.00 to attract them. In order to hire this person, you would need to re-post the job with a greater maximum salary. 

33. 

Due Diligence Checklist (Optional)

The HHS HR Manual identifies the due diligence checks that must be performed before applicants can be hired. The due diligence checks differ from job to job. You may not choose to add or delete checks.

If you know the due diligence checks for the position you are hiring, you may add these. Or ask your Staffing Specialist to add these for you.

34. 

Saving the Draft Requisition

When you create a requisition, you have the option to add an assessment that employees who electronically apply to the job must complete. Or your staffing specialist may add an assessment to the requisition for you.

You have the option to add interview questions to your requisitions. Or, you may just e-mail the interview questions and any in-box/skills tests to the staffing specialist.

To save the draft requisition, select the Save as Draft button. Saving the draft allows you to come back later and edit it.

35. 

The Requisition ID

When you save the draft, it is assigned a requisition ID. Write down the requisition ID as it is the most efficient way to communicate with the staffing specialist about the job, and, look up and screen applicants for the job.

36. 

You have the option of adding an assessment and interview questions to the basic requisition.

Your staffing specialist can help.

After you save the draft, you must submit it for approval to your manager and the Staffing Specialist. See the topic, "Submit a Requisition for Approval and Posting." End.