Guidelines for Advertising Jobs
Required items/language in ads
- Job title
- Application deadline
- Method of application: http://careers.ua.edu
- Visit UA’s employment website at careers.ua.edu for more information and to apply. The University of Alabama is an equal-opportunity employer (EOE), including an EOE of protected vets and individuals with disabilities.
Sample Ad
HRIS ADMINISTRATOR
The University of Alabama seeks a creative and experienced systems professional that will define the needs of our HRIS system, provide technology solutions and manage all HR software. Application deadline 12/31/2025. Visit UA’s employment website at careers.ua.edu for more information and to apply. The University of Alabama is an equal-opportunity employer (EOE), including an EOE of protected vets and individuals with disabilities.
Advertising Resources:
Hiring departments should identify additional advertising venues that will attract qualified applicants. We have provided links to additional resources below.
Use of Additional Resources
In addition to advertising on the UA careers website, the department may determine that it is necessary to use additional advertising venues to attract qualified candidates. The department must include a copy of the ad wording in the employment system’s advertising section of the requisition or review prior to it being placed in any advertising venue. The guidelines listed above in the required language items section applies. Once the advertising section and requisition are approved, the department can advertise in an external advertising venue. The department is responsible for taking a screenshot of the advertised position and uploading it to the documents tab of the requisition. If you need further assistance, contact your Talent Acquisition Specialist or HRBP.
Methods of Advertising
- All staff positions recruited by the University should be listed on the UA careers website.
- The hiring department should identify other advertising venues that will attract qualified applicants to include online job posting websites, journals or print publications, list serves, etc. We have provided links to some additional resources below:
- LinkedIn or Indeed – Contact your Talent Acquisition Specialist
- Veteran Job Boards
NOTE: If using a web-based job posting service (i.e. Monster.com, Career Builder, Zip Recruiter), make sure to refer potential applicants to the UA careers website to apply – careers.ua.edu or use the direct job posting link. If you’re unable to direct the applicants to the website (For example, the job posting board collects the applicant pool and will not allow you to link to your UA job posting), departments will be unable to use this external job posting board.
Length of Recruitment Period
| Exempt (salaried) jobs | |
|---|---|
| Regular (open to external applicants) | Minimum 7 days |
| Regular (campus only search) | Minimum 7 days |
| Regular (department only search) | Minimum 7 days |
| Temporary | Minimum 7 days |
| Non-exempt (hourly) jobs | |
|---|---|
| Non-exempt (hourly) jobs | Minimum 3 days |
Please note, all Staff Employment positions close at 10:55pm CST.
Special Instructions for EE01 Searches
- A search committee must be used for all EE01 recruitments.
- The job must be open and advertised for a minimum of 30 days. HR recommends departments identify advertising venues in addition to the UA career website.
- The Provost (or designee) must review all candidates selected to be interviewed prior to the department contacting any applicant to schedule an interview. Departments should not conduct interviews before receiving approval form the Provost (or designee). HR will forward the applicant information to the Provost (or designee) once those candidates have been identified by the department in the employment system and notifies their Talent Acquisitions Specialist or HRBP for review.
For more information or assistance with your search, contact your Talent Acquisition Specialist or HRBP.