Campuswide internal recruitment may be utilized so long as there is a qualified and diverse pool of candidates. Specific circumstances, including the objective of providing career progression opportunities for current employees, may warrant limiting the applicant pool to a diverse, qualified internal pool that would allow the hiring authority to make a meaningful choice if consistent with equal opportunity and affirmative action objectives.
UCLA Procedure 20 - Recruitment, D. Recruitment Procedures, 3. Internal Recruitment
2. UCLA Only: Active UCLA Employees or UCLA Preferential Rehires
3. Organization/Department Only: Department Applicants or UCLA Preferential Rehires
2. Create a requisition in PeopleAdmin
3. Complete theInternal Recruitment Request Formand attach it to the requisition
4. Submit the requisition to CHR using PeopleAdmin (ATS)
2. Review and recommendation by the Manager of Talent Acquisition & Workforce Planning
3. Review and recommendation by Affirmative Action Officer
- If approved, the requisition will be designated as an “Internal Recruitment” specifying the type of internal recruitment on the job posting with the template language below
- If not approved, the requisition will be designated as a standard recruitment
Priority consideration will be given to active UC employees from any UC location or UCLA preferential rehires. External applicants may be considered if the applicant pool is not sufficient.
UCLA Only
Priority consideration will be given to active UCLA employees or UCLA preferential rehires. External applicants may be considered if the applicant pool is not sufficient.
Organization/Department Only
Priority consideration will be given to applicants from the department of this position or UCLA preferential rehires. Other UCLA Department Internal Applicants and External Applicants may be considered if the applicant pool is not sufficient.
Please note: External applicants can apply simultaneously within internal applicants in the event there is not a sufficient pool of applicants for the hiring manager to make a selection.
All positions are eligible for consideration. However, it is important to consider if the position type will typically have a strong possibility of generating a pool of qualified internal candidates.
2. What if an internal recruitment does not yield qualified candidates?
The position can be reopened to consider external candidates.
3. What if an internal recruitment yields only one qualified internal candidate?
The approval of an internal recruitment is not a mechanism to facilitate hire of a single specific internal employee. To maintain compliance with federal and state laws and AA/EEO compliance standards, CHR Talent Acquisition always recommends the interviewing of more than one individual prior to selection and job offer.
4. What if I have an active standard recruitment and then decide I want to request an internal recruitment?
Please consult with your CHR Employment Consultant.
5. Does an Internal Recruitment carry the same employment requisition posting minimum time period as an external recruitment?
Please refer to https://www.chr.ucla.edu/recruiting-and-hiring/employment-requisition-posting-minimum-time-periods.
6. How long does the review process take to receive a decision?
The Manager of Talent Acquisition & Workforce Planning and Affirmative Action Officer are committed to a quick turnaround. The more justifiable the request, the faster the turnaround.
For example: A UC-only request for an Administrative Analyst position would take less time to review than a Department-only request. This is because the UC has a large population of diverse Administrative Analysts that could potentially apply and compete for the opportunity. In contrast, a Department-only request or any position may require more review to ensure the requests meet our Equal Opportunity/Staff Affirmative Action obligations as a federal contractor.
For questions or additional guidance, please contact your Talent Acquisition Consultant.
