User Instructions: Tiger Talent for HR Partnersmedia.clemson.edu/humanres/recruiting/portal/Toolkit.pdfPage 3 of 43 Recruitment-Revised 06/12/2015 Key Notes: The hiring process begins

User Instructions: Tiger Talent for HR Partners

Page 2 of 43 Recruitment-Revised 06/12/2015

Hiring: Tiger Talent for HR Partners General Information:

Clemson University strives to attract, retain, reward, and develop top talent. Tiger Talent, Clemson’s online hiring system, supports this goal by ensuring transparency, promoting equality and diversity, streamlining the hiring process, and allowing managers to log in at any time to see the progress of submitted transactions. Because hiring managers are required to submit requests to recruit through Tiger Talent, it is important that Human Resources (HR) partners are familiar enough with the system to guide managers successfully through it.

Summary:

The first phase in the hiring process is the request phase—from the time a need to hire has been determined through the posting of the job advertisement. The request phase lasts approximately one to five business days; however, turnaround times are targets, and they are dependent on approvers taking action in a timely manner.

This document outlines the basic steps HR partners follow to train and assist hiring managers in submitting a request to recruit using Tiger Talent.



Key Notes: The hiring process begins when a hiring manager determines the need to refill or create a position and ends when a candidate has accepted an offer of employment. The picture below indicates the steps the hiring manager takes to complete the hiring process.

References:

Procedures:

For step by step instructions, please view the User Instructions: Writing Position Descriptions for HR Partners

Creating a Requisition for HR Partners

For a quick summary of the steps, please view the Job Breakdown: Writing Position Descriptions for HR Partners

Tiger Talent for HR Partners Creating a Requisition for HR Partners

http://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/userinstructionsPD.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/userinstructionsPD.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/req.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/JB_PD.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/JB_portal.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/JB_req.PDF



Toolkits:

Writing a Position Description for Managers Tiger Talent for Managers HR Partner’s Guide to Hiring Staff Members Approver’s Guide to Hiring Staff Members Managers Guide to Hiring Staff Members Policies:

Background Check Policy Categories of Positions

Classification Plan

Systems:

PeopleSoft/CUBS Tiger Talent

Forms:

Position Description Form Interview Evaluation Form Request to Hire Form Background Check Request Form Offer Letter Template

Glossary:

Glossary

http://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/toolkit_pd.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/toolkit_pd.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/toolkit_portal.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/Toolkit.PDFhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/approver_toolkit.pdfhttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/overviewtoolkit.pdfhttp://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=221http://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=140http://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=141http://www.clemson.edu/cubshttp://www.clemson.edu/employment/forms/Portal/index.phphttp://media.clemson.edu/humanres/recruiting/interview_eval_form.pdfhttp://media.clemson.edu/humanres/recruiting/ClemsonHireForm.pdfhttp://www.clemson.edu/employment/forms/background/http://www.clemson.edu/employment/professionals/Offer_Letter_Templates.htmlhttp://media.clemson.edu/humanres/hrsc/toolkits/HR_glossary.pdf



Tiger Talent Overview for HR Partners

1. Initiate a transaction

3. Complete a request to refill a

position with changes

4. Complete a request to create

a new position

2. Complete a request to refill a position with no

changes

6. Review transactions

using the dashboard

5 Receive a notification of

successful request

submission

7. Create a requisition

8. Approve request to

recruit



1. Initiate a Transaction 1.1 Prior to initiating a transaction in Tiger Talent, please encourage hiring managers to discuss the need for the position with the appropriate supervisors,

such as the Dean. Once this is done, assist the hiring manager in obtaining the following information:

• The maximum budgeted allocation from the budget officer in the division • A position description outlining the job duties and the competencies required for the position

o Position descriptions are required for all positions including: Full time equivalent (FTE), time limited (TLP), temporary grant (TGP), temporary, and intermittent.

o The PD should be in Word or PDF file format. o If a previous incumbent’s position description is required, please provide the latest version.

• If posting the position using external advertisement mediums, a Word document with the advertisement • If the budgeted salary for this position is $175,000 or higher, approval through the board of trustees (The Office of Human Resources will notify the

hiring manager of this approval.) • Justification for waivers

o If requesting a waiver, justification for waiver should be submitted through Tiger Talent to the Office of Human Resources.

1.2 To initiate a request, the hiring manager logs in to Tiger Talent using her/his Clemson University username and password. If requested, you should guide the hiring manager through this process, noting that, once logged in, the hiring manager can choose to submit a request to recruit or track a request’s

progress using the work list.

Additional Information: Tiger Talent is compatible with Firefox, Chrome, Safari, and versions 9, 10 and 11 of Internet Explorer.

http://www.clemson.edu/employment/contact_hr/http://www.clemson.edu/employment/forms/Portal/index.phphttp://www.clemson.edu/employment/forms/Portal/index.php



1.3 Guide the hiring manager to select Begin New Hiring Action to begin a new request to recruit.



1.4 Guide the hiring manger to enter her/his email. When the email is entered, the hiring manager’s name will default in.

Additional Information: The hiring manager can request to refill a position with no changes, refill a position with changes, or initiate a new position. Guide her/him through these options to the appropriate next step.

• Information on requesting to refill a position with no changes is found in Step 2. • Information on requesting a refill with changes is contained in Step 3. • Information on requesting a new position is found in Step 4.



2. Complete a Request to Refill a Position with no Changes A request to recruit form that is submitted in order to complete a refill with no changes will go through the steps pictured below.

2.1 Guide the hiring manager to initiate a refill request, by having her/him select “Refill” and/or “Waiver of Posting.”

2.1.1 If requesting to refill an existing position without making any changes from the previous incumbent’s job information, the hiring manager selects the button “No Changes.”

Additional Information: Intermittent positions must be requested by selecting “New Position.” A request to fill an intermittent position cannot be entered as a refill with no changes.

2.1.2 If requesting that a candidate be waived into the position, the hiring manager selects the “Waiver of Posting” checkbox. The hiring manager indicates if the candidate being waived into the position is a current employee or an external candidate by selecting the corresponding checkboxes. The name of the individual being waived into the position and the justification for the waiver are entered into the Name of Waiver and Business Case textboxes.

Additional Information: Waivers are approved by the Office of Human Resources once the request to recruit has been submitted. The Office of Human Resources reviews the business reason for each request to ensure the following:

• there are no other qualified internal candidates interested in applying for the position • this is not an underrepresented job code • the individual was not waived into her/his current position

2.2 Guide the hiring manager to enter the previous employee’s Clemson email address into the Previous Employee’s Email Address box and click “Find.”



2.3 When the previous employee’s Clemson email address is entered, the previous employee’s position information will display. Guide the hiring manager to

choose the position that is being refilled and click “Select.”



2.4 If refilling a grant position, the hiring manager selects the “Grant Funded Position” check box and provides grant information in the Principle

Investigator, Principle Processing #, and Funding Organization textboxes.

2.5 Guide the hiring manager to review the position information that has automatically populated into the request form. If any information needs to be

updated, guides the hiring manager to change the request to a refill with changes (See Step 3). The position information to be reviewed includes:

• Proposed Business Title

• Full time or Part time status

• Department number

• Office location and office phone number

• Supervisor’s name

Additional Information: The hiring manager can select the purple question mark for more information about each field.



2.6 Guide the hiring manager to enter the maximum budgeted allocation amount provided by her/his budget officer in the Maximum Budgeted Allocation

textbox.

2.7 Guide the hiring manager to select the county where the employee will be performing work. County codes may be viewed using the dropdown bar.

2.8 Assist the hiring manager in providing justification for requesting the position in the Justification for Position textbox.



Additional Information: Example: (1) The volume of accounting work has significantly increased due to an increase in the number of related organizations. (2) John Doe is retiring effective January 2015, and this is a position that needs to be refilled.

2.9 Instruct the hiring manager to indicate if the position is an internal posting only by selecting the “Yes” box. If “Yes” is selected, an additional box will open and the hiring manager enters the justification for the internal posting.

Additional Information: The Office of Human Resources reviews the business case for each internal posting request to ensure the position is not for an underrepresented job code. If the position will only be posted internally, an advertising medium and an advertisement will not be required.

2.10 Instruct the hiring manager to enter the requested dates to begin and end the job posting. Jobs are required to post for a minimum of five business days.

2.11 Guide the hiring manager to enter the names of the individuals selected to serve on the interview committee in the Interview Committee Members textbox.

Additional Information: When typing the names of the members of the interview committee, separate each name with a comma or hit the enter key between entries.



2.12 Instruct the hiring manager to select “Yes” or “No” to indicate if a skills test is require for this position.

Additional Information: The hiring manager can view a list of skills tests to be administered to candidates by clicking on the question mark next to “Skills test required.” If a skills test is required for the position, the hiring manager will be directed to contact you for additional assistance. It will be your responsibility later, when creating a requisition, to indicate the requested skills test. If the hiring manager does not require a skills test at this step, a skills test cannot be added to the interview process at a later date.

2.13 Guide the hiring manager to select the desired advertising medium for the job posting. If the position is an internal posting, the hiring manager selects “None” to indicate there will not be an advertisement for this position.

Additional Information: A complete listing of the advertising packages may be viewed by selecting the question mark or clicking on Advertising

Mediums. The advertising mediums listed are free unless the hiring manager chooses “Other” to request additional postings. All job posting will

automatically post to the free Diversity, Veteran, and Social Media advertising packages.

2.13.1 If the hiring manager selects “Other,” a textbox will open allowing the hiring manager to enter the location of the job posting. Note that

there will be an additional cost to the hiring manager’s department for this posting.

http://uchiha.clemson.edu/Portal/media/Packages.pdfhttp://uchiha.clemson.edu/Portal/media/Packages.pdf



2.14 Instruct the hiring manager to provide the advertisements to be used for the job posting in the Advertisement textbox. Each advertisement is subject to

approval from the Office of Human Resources and by default will include the Jeanne Clery Act and Clemson University Affirmation Action Clause. If an advertisement is not included in the Advertisement box, the uploaded position description will be used to create the job posting.

2.15 Guide the hiring manager to click on Attach New PD to attach a position description in Word or PDF format and provide related comments in the

Position Description Information textbox. A scanned, signed copy of the new PD will be need to be uploaded in addition to the Word or PDF version. The

hiring manager should also attach the old position description by selecting Attach Old PD.

2.15.1 For each request submitted, the following position description information should be provided in the Position Description Information box below:

• The previous incumbent’s name

• The reason the previous incumbent is vacating the position (i.e. Retiring)

• The effective date the position will be vacant

Additional Information: If a copy of the previous incumbent’s position description is needed, it will be your responsibility to email the PD to the hiring

manager and work with the hiring manager to make any adjustments. Position description information will need to be captured using the updated PD form.

http://clerycenter.org/summary-jeanne-clery-acthttp://www.clemson.edu/campus-life/campus-services/access/documents/policies/aa-eeo.pdf



2.16 Direct the hiring manager to check the box indicating that the required approvals for her/his Budget Center have been received and then click

“Submit” to process the request to recruit. This request will be forwarded to the next step, which is obtaining the approval of the hiring manager’s

supervisor.

Additional Information: If any of the required fields are not completed, the system will highlight information that is incorrect or incomplete on the

entry form. Once the highlighted information is corrected and/or completed, the hiring manager should re-click the “Submit” button to process the request to recruit.



3. Complete a Request to Refill a Position with Changes A request to recruit form submitted in order to complete a refill with changes will go through the steps pictured below.

3.1 Guide the hiring manager to initiate a refill with changes request by selecting “Refill” and if necessary “Waiver of Posting”.

3.1.1 If requesting to refill an existing position but also requesting changes to the position from the previous incumbent’s job information, the hiring manager selects the button “With Changes.” The hiring manager indicates the type of position by selecting the “Time Limited,” “Temporary Grant,” “Temporary,” or “FTE” (Full Time Equivalent) from the dropdown box.

Additional Information: Intermittent positions must be requested by selecting “New Position.” A request to fill an intermittent position cannot be entered as a refill with changes.

3.1.2 If requesting that a candidate be waived into the position, the hiring manager selects the “Waiver of Posting” checkbox. The hiring manager indicates if the candidate being waived into the position is a current employee or an external candidate by selecting the corresponding checkboxes. The name of the individual being waived into the position and the justification for the waiver are entered into the Name of Waiver and Business Case textboxes.


• there are no other qualified internal candidates interested in applying for the position • this is not an underrepresented job code • the individual was not waived into her/his current position

3.2 Guide the hiring manager to enter the previous employee’s Clemson email address into the Previous Employee’s Email Address box and click “Find.”



3.3 When the previous employee’s Clemson email address is entered, the previous employee’s position information will display. Direct the hiring manager to

choose the position that is being refilled and click “Select.”



3.4 If refilling a grant position, instruct the hiring manager to select “Grant Funded Position” and provide grant information in the Principle Investigator,

Principle Processing #, and Funding Organization textboxes.

3.5 If refilling a temporary position, guide the hiring manager to enter the number of positions requested in the Target Openings textbox. The Target

Openings textbox allows for up to 3 numbers. If a position is being waived, only one target opening can be requested.

3.5.1 Assist the hiring manager to select the length of time the position(s) will be necessary from the Job Duration dropdown box.

Additional Information: Temporary positions may be established for up to 12 months. If a position needs to be extended, a new request

should be submitted.

3.5.2 Guide the hiring manager to select the pay group for the position(s) from the dropdown box. Additional Information: Pay groups are determined based on the type of position and are reflective of the type of work performed. For

instance, if requesting an intermittent position where the majority of the work time is spent teaching, the pay group should also be

intermittent. If requesting an intermittent position where the majority of the work time is spent in a non-teaching activity, the pay group

should be 12H.

Pay groups include:

• 12H- applicable for positions being paid by the hour

• 12L- applicable for positions being paid an annual salary

• FED- applicable for positions designated as federal

• INT – applicable for intermittent positions where the majority of the work time is spent teaching

• 9MA- applicable for positions set up as 9 month (ie. Faculty)



3.6 Guide the hiring manager to provide funding information by selecting the “Add Account” button and entering the account string(s) for the position.

Multiple account strings can be added using the “Add Account” button. If information needs to be removed, select “Remove.”

Additional Information: The first two digits of the project number must be identical to those provided for the fund code.

3.7 Instruct the hiring manager to review the position information that has automatically populated into the request form and provide any new information. The position information to be reviewed includes:

• Proposed Business Title

• Full time or Part time status

• Department number

• Office location and office phone number

• Supervisor’s name

Additional Information: The hiring manager can select the purple question mark for more information about each field.



3.8 Instruct the hiring manager to enter the maximum budgeted allocation or the budgeted allocation per position, which is provided by your budget

officer, in the Maximum Budgeted Allocation textbox. If requesting multiple temporary positions, the budgeted allocation per position is the amount for an

individual position, not the total amount for all of the requested positions.

3.9 Choose the county where the work will be performed.



3.10 Instruct the hiring manager to provide justification for requesting the position in the Justification for Position textbox.

Additional Information: Example: (1) The volume of accounting work has significantly increased due to the increase in the number of related organizations. (2) John Doe is retiring effective January 2015 and this is a position that needs to be refilled.

3.11 Instruct the hiring manager to provide internal comparisons for the position, such as internal positions or employees performing similar work. The hiring manager should provide the name, department or position number, and email information of the internal position or person being compared. Additional Information: Please contact the classification and compensation unit for assistance defining internal comparisons.

3.12 Instruct the hiring manager to summarize the requested changes to the position by entering a description of any new duties that will be performed or any duties that are being removed from the current position description. These changes are entered into the Additional or Expanded Duties and the Deleted or Reduced Tasks textboxes. If tasks are not being added or removed, the hiring manager enters “None” in the appropriate box.



3.13 Guide the hiring manager to indicate if the position is an internal posting only by selecting the “Yes” box. If “Yes” is selected, an additional box will open and the hiring manager enters the justification for the internal posting. Note, if a waiver request is being submitted, this box will not appear.

Additional Information: The Office of Human Resources reviews the business case for each internal posting request to ensure that the position is not for an underrepresented job code. If the position will only be posted internally, an advertising medium and an advertisement will not be required.

3.14 Guide the hiring manager to enter the requested dates to begin and end the job posting. Jobs are required to post for a minimum of five business days. Note, if a waiver request is being submitted, this box will not appear.

3.15 Guide the hiring manager to enter the names of the individuals selected to serve on the interview committee in the Interview Committee Members textbox. Note, if a waiver request is being submitted, this box will not appear.




3.16 Guide the hiring manager to select “Yes” or “No” to indicate if a skills test is required for this position. Note, if a waiver request is being submitted, this box will not appear.

Additional Information: The hiring manager can view a list of skills tests to be administered to candidates by clicking on the question mark next to “Skills test required.” If a skills test is required for the position, the hiring manager will be directed to contact you for additional assistance. It will be your responsibility later, when creating a requisition, to indicate the requested skills test. If the hiring manager does not require a skills test at this step, a skills test cannot be added to the interview process at a later date.

3.17 Inform the hiring manager to select the desired advertising medium for the job posting. If the position is an internal posting, the hiring manager selects “None” to indicate there will be not be an advertisement for this position. Note, if a waiver request is being submitted, this box will not appear.

Additional Information: A complete listing of the advertising packages may be viewed by selecting the question mark or clicking on Advertising

Mediums. The advertising mediums listed are free. Note that additional postings are available at additional cost (see below). All job posting will

automatically post to the free Diversity, Veteran, and Social Media advertising packages

3.17.1 If the hiring manager selects “Other,” a textbox will open allowing the hiring manager to enter the location of the job posting. Note that

there will be an additional cost to the hiring manager’s department for this posting.

http://uchiha.clemson.edu/Portal/media/Packages.pdfhttp://uchiha.clemson.edu/Portal/media/Packages.pdf



3.18 Guide the hiring manager to provide the advertisements to be used for the job posting in the Advertisement textbox. Each advertisement is subject to approval by the Office of Human Resources and by default will include the Jeanne Clery Act and Clemson University Affirmation Action Clause. If an advertisement is not included in the Advertisement box, the uploaded position description will be used to create the job posting. Note, if a waiver request is being submitted, this box will not appear.

3.19 Instruct the hiring manager to click on Attach New PD to attach a position description in Word or PDF format and provide related comments in the Position Description Information textbox. A scanned, signed copy of the new PD will be need to be uploaded in addition to the Word or PDF version. The

hiring manager should also attach the old position description using the Attach Old PD button.

http://clerycenter.org/summary-jeanne-clery-acthttp://www.clemson.edu/campus-life/campus-services/access/documents/policies/aa-eeo.pdf



3.19.1 For each request submitted, the following position description information should be provided in the Position Description Information box

below:

• The previous incumbent’s name

• The reason the previous incumbent is vacating the position (i.e. Retiring)

• The effective date of the previous incumbent’s action of vacating the position

Additional Information: If requested, provide a copy of the previous incumbent’s position description to the hiring manager. Position description

information will need to be captured using the updated PD form.

3.20 Instruct the hiring manager to check the box indicating that the required approvals for her/his Budget Center have been received and then click

“Submit” to process the request to recruit. This request will be forwarded to the next step, which is obtaining the approval of the hiring manager’s

supervisor.

Additional Information: If any of the required fields are not completed, the system will highlight information that is incorrect or incomplete on the entry form. Once the highlighted information is corrected and/or completed, the hiring manager should re-click the “Submit” button to process

the request to recruit.



4. Complete a Request to Create a New Position A request to recruit form that is submitted in order to create a new position will go through the steps pictured below.

4.1 Guide the hiring manager to initiate a new position request by selecting “New Position” and/or “Waiver of Posting.” For more information regarding the types of positions available, please see Categories of Positions.

4.1.1 Indicate the type of position by selecting the “Time Limited,” “Temporary Grant,” “Temporary,” “Intermittent,” or “FTE” (Full Time Equivalent) from the dropdown box.

4.2 If requesting a candidate be waived into the position, the hiring manager selects the “Waiver of Posting” checkbox. The hiring manager indicates if the candidate being waived into the position is a current employee or an external candidate by selecting the corresponding checkboxes. The name of the individual

being waived into the position and the justification for the waiver are entered into the Name of Waiver and Business Case textboxes. All intermittent positions

are considered waivers and are not posted. If a position needs to be posted, please request a temporary position.


• there are no other qualified internal candidates interested in applying for the position • this is not an underrepresented job code • the individual was not waived into their current position

http://workgroups.clemson.edu/FIN5337_HR_POLY_PROC_MANUAL/view_document.php?id=140



4.3. If the position is a grant funded position, guide the hiring manager to select “Grant Funded Position” and provide grant information in the Principle Investigator, Principle Processing #, and Funding Organization textboxes.

4.4 If requesting a temporary position, guide the hiring manager to enter the number of positions requested in the Target Openings textbox. The Target

Openings box allows for up to 3 numbers. If a position is being waived, only one target opening may be requested.

Additional Information: If requesting an intermittent position, the Target Openings textbox is pre-populated with 1. Multiple intermittent positions

may not be requested using the same form.

4.4.1 Assist the hiring manager to select the length of time the position(s) will be necessary from the Job Duration dropdown box.

Additional Information: Temporary positions may be established for up to 12 months. If a position needs to be extended, a new request should be submitted.

4.4.2 Guide the hiring manager to select the pay group for the position(s) from the dropdown box.

Additional Information: Pay groups are determined based on the type of position and are reflective of the type of work performed. For

instance, if requesting an intermittent position where the majority of the work time is spent teaching, the pay group should also be

intermittent. If requesting an intermittent position where the majority of the work time is spent in a non-teaching activity, the pay group

should be 12H.

Pay groups include:

• 12H- applicable for positions being paid by the hour

• 12L- applicable for positions being paid an annual salary

• FED- applicable for positions designated as federal

• INT – applicable for intermittent positions where the majority of the work time is spent teaching

• 9MA- applicable for positions set up as 9 month (ie. Faculty)



4.5 Provide funding information by selecting “Add Account” and entering the account string(s) for the position. Multiple account strings can be added using the “Add Account” button. If information needs to be removed, select “Remove.”

Additional Information: The first two digits of the project number must be identical to those provided for the fund code.

4.6 Enter the requested position information, including:

• Proposed business title • Full or part time status • Department number • Office location • Office phone • Supervisor’s email

Additional information: Select the purple question mark for more information about each field.



4.7 If requesting an intermittent position, guide the hiring manager to choose the compensation type of either Hourly or Lump.

Additional Information: The Lump compensation type is selected when requesting an intermittent position and the majority of the work time is

spent teaching. The Hourly compensation type is used for any intermittent position when the majority of the work time is NOT spent teaching.

4.8 If requesting an intermittent position, instruct the hiring manager to enter the Hourly Rate for the requested position.

4.9 Guide the hiring manager to enter the maximum budgeted allocation or the budgeted allocation per position, which is provided by your budget officer,

in the Maximum Budgeted Allocation textbox. If requesting multiple temporary positions, the budgeted allocation per position is the amount for an

individual position, not the total amount for all of the requested positions.



4.10 Instruct the hiring manager to choose the county where the work will be performed.

4.11 Provide justification for requesting the position in the Justification for Position textbox.

Additional Information: Example: (1) The volume of accounting work has significantly increased due to the increase in the number of related organizations. (2) The department is being restructured and this position fills a critical need.

4.12 Indicate if the position will only be posted internally by selecting “Yes.” If “Yes” is selected, an additional box will open, and you will enter the justification for the internal posting. If requesting an intermittent position, this textbox will not be displayed. Note, if a waiver is being requested, this box will not appear.

Additional Information: The Office of Human Resources reviews the business case for each internal posting request to ensure the position is not for an underrepresented job code.



4.13 Instruct the hiring manager to enter the requested dates to begin and end the job posting. Jobs are required to post for a minimum of five business days. Note, if a waiver is being requested, this box will not appear.

4.14 Guide the hiring manager to enter the internal comparisons for the position, such as internal positions or employees performing similar work. The hiring manager should provide the name, department or position number, and email information of the internal position or person being compared.

4.15 Guide the hiring manager to enter the names of the individuals selected to serve on the interview committee in the Interview Committee Members box. Note, if a waiver is being requested, this box will not appear.


4.16 Guide the hiring manager to select “Yes” or “No” to indicate if a skills test is required for this position. Note, if a waiver is being requested, this box will not appear.

Additional Information: The hiring manager can view a list of skills tests to be administered to candidates by clicking on the question mark next to “Skills test required.” If a skills test is required for the position, the hiring manager will be directed to contact you for additional assistance. It will be your responsibility later, when creating a requisition, to indicate the requested skills test. Note that, if the hiring manager does not require a skills test at this step, a skills test cannot be added to the interview process at a later date.



4.17 Guide the hiring manager to select the desired advertising medium for the job posting. Note, if a waiver is being requested, this box will not appear.

Additional Information: A complete listing of the advertising packages may be viewed by selecting the question mark located in the portal or

clicking on Advertising Mediums. The advertising mediums listed are free. Note that additional postings are available at additional costs (see

below). All job posting will automatically post to the free Diversity, Veteran, and Social Media advertising packages.

4.17.1 If the hiring manager selects “Other,” a textbox will open allowing the hiring manager to enter the location of the job posting. There will be an additional cost to the hiring manager’s department for this posting.

4.18 Guide the hiring manager to provide the advertisements to be used for the job posting in the Advertisement textbox. Each advertisement is subject to approval by the Office of Human Resources and by default will include the Jeanne Clery Act and Clemson University Affirmation Action Clause. If an advertisement is not included in the Advertisement box, the uploaded position description will be used to create the job posting. Note, if a waiver is being requested, this box will not appear.

http://uchiha.clemson.edu/Portal/media/Packages.pdfhttp://clerycenter.org/summary-jeanne-clery-acthttp://www.clemson.edu/campus-life/campus-services/access/documents/policies/aa-eeo.pdf



4.19 Instruct the hiring manager to select Attach New PD to attach a position description in Word or PDF format and provide related comments in the

Position Description Information textbox. A scanned, signed copy of the new PD will be need to be uploaded in addition to the Word or PDF version. When

creating a new position, an old PD does not need to be attached.

4.20 Guide the hiring manager to check the box indicating that the required approvals for their Budget Center have been received then click “Submit” to

process the request to recruit. This request will be forwarded to the next step, which is obtaining the approval of the hiring manager’s supervisor.

Additional Information: If any of the required fields are not completed, the system will highlight information that is incomplete on the entry form.

Once the highlighted information is corrected and/or completed, the hiring manager should re-click the “Submit” button to process the request to recruit.



5. Receive Notification of Successful Request Submission 5.1 After submitting the necessary information for a request, the hiring manager is taken back to the home page, which will now show the submission was successful.

5.2 The hiring manager will also receive emails updating the transaction’s progress throughout the hiring process.

Additional Information:

• Notification emails will be sent to the hiring manager when various actions have been approved, denied, or delayed. These actions include the approval or delay of the new submission, the classification and compensation, and the full time equivalent (FTE) requests.

• The approval process for a request to recruit takes approximately one to five days to complete; however, turnaround times are targets, and they are dependent on approvers taking action in a timely manner.



6. Review Transactions on the Work List 6.1 Inform the hiring manager that submitted transactions can be viewed at any time by logging in to Tiger Talent, where hiring managers have access to a work list that shows the transaction’s progress throughout the hiring process. Changes to a submitted transaction, however, cannot be made using Tiger Talent. If a transaction needs to be changed, please contact Recruitment in the Office of Human Resources.

6.1.1 To view progress on active requests, choose Actions and Summary.

http://www.clemson.edu/employment/forms/Portal/index.php



6.1.2 To view the history of all submitted transactions, log in to Tiger Talent and choose Archive. Transactions may be selected by choosing the title of the requested position.

6.2 The hiring manager will notified via email when the position has been approved or posted.



7. Create a Requisition 7.1 When a transaction is submitted through Tiger Talent, you will receive notification of the approved request to recruit via email.

7.1.1 Before accessing Tiger Talent, log in to PeopleSoft (CUBS) to create a requisition. See Creating a Requisition for HR Partners for more information.

7.2.1 After a requisition has been created and a requisition number has been assigned, you can access the HR partner work list using the link contained in the approval email or by logging in to Tiger Talent.

http://www.clemson.edu/employment/forms/Portal/index.phphttp://media.clemson.edu/humanres/hrsc/toolkits/Portal_toolkits/JB_req.PDF



8. Approve Request to Recruit 8.1 After logging in to Tiger Talent, select Actions then select the HR Partner Worklist.

http://www.clemson.edu/employment/forms/Portal/index.php



8.2 The HR partner work list will display a list of current transactions, including those that need approval.

8.2.1 Select the correct request to recruit and choose the “Requisition” button.



8.2.2 Enter the requisition number assigned when the requisition was created in PeopleSoft and select “Save.”

8.3 The requisition step in the request to recruit process has now been completed and will be sent to the recruitment unit in the Office of Human Resources for review.

8.4 The HR partner can view submitted transactions for your division by logging in to Tiger Talent and selecting Summary. The transactions information displays and includes the approved market range, job code and type of transaction requested.



8.5 When a position has been posted or a waiver has been approved, the transaction can be found in the archive list. If a waiver or intermittent position have been requested, the HR partner obtains the position information from the emails that are sent when the request is submitted and approved. The emails contain the approved job code, market range, and maximum budgeted salary.

Hiring: Tiger Talent for HR PartnersTiger Talent Overview for HR Partners1. Initiate a Transaction2. Complete a Request to Refill a Position with no Changes3. Complete a Request to Refill a Position with Changes4. Complete a Request to Create a New Position5. Receive Notification of Successful Request Submission6. Review Transactions on the Work List7. Create a Requisition8. Approve Request to Recruit

Documents

User Instructions: Tiger Talent for HR Partnersmedia.clemson.edu/humanres/recruiting/portal/Toolkit.pdfPage 3 of 43 Recruitment-Revised 06/12/2015 Key Notes: The hiring process begins