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A search firm provides a comprehensive range of recruitment activities, including...

• Identifying core responsibilities and qualifications for a role
• Writing job descriptions
• Developing a diverse candidate pool
• Assessing candidates' skills, experience and fit
• Conducting reference checks
• Advising on the negotiation process between UAB and the final candidate
  
  

Functions of a Search Firm

Central HR in Talent Acquisition will guide you through the process of selecting a search firm that meets UAB’s needs, taking into consideration factors such as the firm’s area of expertise, track record in specific fields (e.g., higher education, healthcare), and overall fit for the search requirements.

Checklists & Resources

To ensure the effectiveness of using a search firm, departments must adhere to the checklists provided and resources from Central HR in TA, including criteria for search firm selection, steps for engaging a search firm and compliance guidelines and necessary approvals.

• UAB Search Firm Guidelines
• Search Firm Guidelines Checklists
• Interviewing the Candidate Checklists
• Hiring Process Overview
• How to Choose a Search Firm

To ensure consistency, compliance and the highest standard of recruitment, all engagements with search firms must be managed through Central HR in Talent Acquisition. This centralization helps to...

• Ensure adherence to UAB’s hiring policies and practices.
• Monitor compliance with all regulatory requirements.
• Provide a unified and strategic approach to recruitment across UAB.
  
  

For more information, contact the Talent Acquisition team at uabjobs@uab.edu.

Transfer Eligibility

A UAB employee is eligible to apply for an open position if he or she:

• Has been in his or her current position for at least twelve (12) months;
• Has not received a written warning, suspension, imposed probation, or an unsatisfactory performance evaluation within the past 12 months;
• Meets or exceeds the minimum qualifications or requirements that are listed in the job posting.

Early Transfers

Exceptions to the 12-month waiting period are rare and managed on a case‐by-case basis.

Employees wishing to apply for a position before completing twelve (12) months of continuous service may request an exception by completing the Early Transfer Request Form. Prior to submitting the form, the employee must discuss and receive written approval from their supervisor to request an early transfer. Additionally, a copy of the written approval must be uploaded and attached to the form. If no supervisor approval is attached, the request will not be reviewed. Once a completed form is submitted, the request will be reviewed for consideration. Human Resources will make the final decision.

An employee making a request who is currently in their initial six-month probationary period, a 90-day transfer probationary period or serving an imposed probation as part of a corrective action may not be considered.

UAB Medicine employees interested in an early transfer should contact UAB Medicine Human Resources by emailing joanwilson@uabmc.edu.

Application, Interview & Transfer Process

Employees can search for positions within UAB at uab.edu/careers. If the employee meets the eligibility requirements and wishes to be considered for a position, the following steps should be taken:

• Employees are encouraged to inform their current manager of their interest to seek a transfer.
• If eligible, the employee can apply for positions on the UAB website by submitting an application.
• Transfer applications are reviewed by Human Resources following the same process used for applications from external candidates.

Reference Checks

Satisfactory work performance during an employee’s time with UAB is a condition of transfer and hiring managers are authorized to contact previous or current managers as references. In all cases, the employee’s work record including, but not limited to, performance, attendance, and behavior will be used as valid criteria for determining suitability for a position.

Transition

A UAB employee is expected to provide sufficient notice to his or her current department. Biweekly paid employees are expected to give at least fourteen calendar days' written notice. Employees in administrative, supervisory, professional, or patient-care positions are expected to give at least thirty calendar days' written notice. An employee who is pursuing or has accepted a new position is expected to continue to fulfill the requirements of his or her current position until the transfer. Any plans for vacation or time off during this transition period, even if previously approved by the manager prior to the transfer request, are subject to change at the discretion of the current manager.