Recruitment Services

Hiring Process Recruitment Forms Promotional Process


AMP (Administrative, Managerial, and Professional) positions are professional level, exempt status positions which are paid via a bi-weekly salary. The minimum AMP classification is a paraprofessional level and progresses to upper level administration classifications. Pay grades identify the salary range for each position.

Initial posting period may be one (1) or two (2) weeks on the FAU Job Opportunity ( ) website. To ensure a strong and viable applicant pool the posting period will be determined by market conditions and department requirements.

Line Position Hiring Process Checklist

Recruitment Process:

  1. Unless a search is waived in accordance with FAU Personnel Policy, all requests for recruitment begin with an appropriate action processed through the PeopleAdmin system. Using your account access, log into and select the appropriate action under Begin New Action.

             Select one of the following:

             Establish a new position TO POST

             Reclassify/Update a position description in the system TO POST

             Reclassify/Update a position not in the system TO POST

  1. The approved action will be forwarded electronically from Classification & Compensation to Recruitment Services.
  2. .
  3. Prior to posting the position on the FAU Job Opportunities webpage, a Recruitment Services Representative will contact the hiring manager to confirm the position requirements such as the minimum qualifications, appropriate salary range, work schedule, special skills, licenses or certificates, and posting period.

  4. Unless a search is waived in accordance with FAU Personnel Policy, a Search Committee is required for all positions at the level of Assistant Director (or equivalent) and above. The search committee must include a minimum of (3) three to a recommended maximum of five (5) members. The search committee must be diverse in gender and race. All members of the committee should possess the professional experience and background necessary to be objective in the assessment of the prospective candidates’ qualifications. The names, gender and race of the search committee members must be included in the request to recruit on the Search Committee tab in PeopleAdmin. The Office of Equal Opportunity Programs (EOP) will review/approve all search committees prior to the position being posted. 

  5. An email will be sent from PeopleAdmin to the hiring manager when the position is posted.

  6. If desired, a Recruitment Services Representative will assist with placement of outside advertising.  Requests for outside advertising may be included on the recruitment requisition processed through PeopleAdmin or may be submitted via email to Requests for outside advertising must include the department index number to be charged for the cost of advertising.

  7. All employment applications are received through PeopleAdmin. A Recruitment Services Representative will evaluate each application against the minimum requirements as stated in the on-line posting.   Only those candidates who possess the posted minimum qualifications will be forwarded to the hiring department for possible interview.

  8. After the recruitment closes, an email will be sent by the Recruitment Services department notifying the hiring manager of the release of the pool of qualified candidates. This email will include instructions for accessing the pool of applicants, and the Guest User account.

  9. The hiring authority will coordinate the scheduling and conducting of all interviews. A minimum of three candidates should be interviewed; however it is strongly recommended that a sufficient number of interviews be held to get a good perspective on the qualifications of the pool of candidates.

  10. When a pool includes current or prior FAU line/staff employees, the Department of Human Resources strongly encourages all hiring managers to review the personnel file of any current or previous employee (SP or AMP) before selecting as a final candidate.  Information in the file may include any previous performance appraisals, commendations, or past disciplinary actions.  This information may be a valuable resource when determining whether the current/previous FAU employee in question would be a good fit for your department.

    To request a review of a personnel file, please contact Employee Relations Office at extension   7-0319 or 7-2554 for an appointment.
  1. To extend or re-open a posting, send an email to Recruitment Services at  Please include the position number and the length of time, for example, one week or two.

  2. When a final candidate is identified, PRIOR to extending an offer of employment, the hiring manager must log into PeopleAdmin to change all applicant statuses.  At the same time, he/she must update the salary tab with the proposed starting salary and enter the index number for the background check. NOTE: The proposed starting salary must be within the posted salary range. A request to pay beyond the posted salary range may result in a delay in the hiring process. Please contact the Recruitment Services department for more details.

    At the same time the hiring manager must send an email to the Employment Office (, requesting a hiring review. The email should include the position number, the candidate’s name, and the proposed starting salary. A hiring review consists of approval of the starting salary and a review of the interview and selection process by the department of Equal Opportunity Programs.

  1. A Recruitment Services representative will notify the hiring manager via email when the hiring review has been approved. At that time, the hiring manager may contact the selected candidate to make a contingent offer of employment which is dependent upon the completion of a satisfactory background check and the confirmation of the starting salary.



  1. After confirming the starting salary, inform the candidate that a representative from the Human Resources Department will contact them regarding the background screening procedures.  Send an email to Recruitment Services at requesting a background check and confirming the starting salary.

    The Recruitment Services department will initiate the background screening process. The candidate will receive an email from The email subject line will read “Florida Atlantic University background verification”. The email notification will explain the background screening process and request specific information from the candidate. He/She must provide the required information before the check may proceed. On average, background investigations can take three (3) to five (5) business days from the date the applicant submits the request. However, completion dates can also be affected by responses times from local jurisdictions.

    Background checks are required for all newly hired employees. Returning employees may be subject to a background check dependent upon break in service.  Employees transferring to a new division are also subject to an updated background check.  Checks of credit history or driving record are performed based on requirements of the position.

    All candidates offered positions with the University must provide verification of education to ensure they meet the qualifications for their position. Official verification documentation must be received prior to start of employment. Failure to provide appropriate documentation by official start date may result in loss of the employment opportunity.

  2. The hiring manager will receive notification from Human Resources when the background screening process has been completed. Any questionable responses will be escalated to the Associate Director of Human Resources.

  3. When the hiring manager receives notification from the Recruitment Services Office of the successful completion of the background check, he/she may contact the candidate and agree upon a firm start date. If the selected candidate is a current employee, the start date must be coordinated with their current supervisor.  An employee transferring from a temporary position to line position must begin the new assignment on the first day of a pay period.

  4. A completed PAF with required signatures and the appropriate offer letter must be forwarded to the Recruitment Services Office to complete the hiring process. All PAFs need a minimum of two signatures from different individuals. The budgetary unit (VP, Provost, Dean, or President) should always be one of the two signatures. Instructions on how to complete a PAF are available at How to complete a PAF.

    The offer letter must be prepared on departmental letterhead and signed by the hiring manager as well as the candidate.

  5. All new hire paperwork and electronic approvals must be received by the Recruitment Services Office no later than 10:00 AM on the Wednesday prior to the Monday start date. All new employees will begin employment on a Monday, unless a University holiday is observed.

  6. The Recruitment Services department  will forward the PAF and all other appropriate paperwork to Processing and Records. Incomplete or inaccurate paperwork will be returned to the hiring department for correction and may result in a delay in start of employment.

  7. The Employment Office will notify all applicants not selected.

  8. Employees new to the University must attend New Hire Orientation on their first day of employment and be prepared to provide proof of eligibility to work in the U.S. New employees must be prepared to present acceptable identification for the I-9 form. By law, all new employees must complete the I-9 process within three (3) days of their first day of employment. After sign-in and the receipt of all required documentation, the employee's assignment will be entered into the payroll system. Please refer to the PAF submission schedule for anticipated pay dates.

    NOTE: If the candidate is transferring from a Temporary position to an AMP position, they must attend Benefits Orientation from 1:00 – 4:00 PM only. If the candidate is moving from an SP to AMP position, they should contact the Benefits and Retirement section of Human Resources to review additional retirement options.

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Page updated March 2014 by Tom Falloretta

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