Talent Acquisition and Employment

Attracting talent is central to our aim of becoming a national model of educational excellence. The quality of one of our most important assets, our faculty and staff, has a direct impact on the learning and development of our students and advances our mission of changing lives and enriching our community. 

Everyone involved in the hiring process plays an active role in the search for talent. Being agile, innovative, and ready are key factors in a successful hire.  Recruiting, hiring, and on-boarding the best talent for our students relies on the engagement and commitment of those involved. 

If you need more information, try our Frequently Asked Recruiting Questions.

Applicant

Apply for an open position

Thank you for your interest in a career at Montgomery College.

View open faculty and staff positions. All applications are final once submitted.  Applications are only accepted for open positions.

Hiring Manager

Get your search started

We want every touchpoint the candidate has with us to be a positive one – from the moment they read a well written and engaging job announcement, to visiting the campus for a welcoming and robust interview; from timely assessment feedback to an effective orientation. Ultimately, we want all our new hires to feel excited about joining us, and for all our candidates to feel good about the College regardless of the outcome of their application.

Familiarize yourself with the process for the type of position you are filling (Staff (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)  , Full-time Faculty (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)  , or Part-time Faculty (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) ).

To gain approval to start a recruitment a Vacancy Recruitment Form (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)   is required for SALT review and approval. 

The review of position vacancies by SALT are usually conducted during the last week of each month. When submitting a position vacancy for consideration and approval to recruit and fill, this form must be submitted to the HRSTM Talent Acquisition and Employment Manager (Recruitment) Manager by the 20th of each month. Forms received after the 20th of the month will be submitted for consideration the following month. Please have position reclassifications completed prior to submitting this form. 

Once a candidate has been identified for hire,  documentation is required. 

Search Committee Member

Support a search

Your responsibilities are outlined in the search committee protocol training. If you haven't taken the online training within the last two years, please log in to MC Learns and review the Search Committee Protocol Training

Search Advocate Program

Support the College's Commitment to Equity, Inclusion and Diversity

The Office of Equity and Inclusion and the Office of Human Resources and Strategic Talent Management are implementing a Search Advocate Program as a part of the College’s recruitment and hiring process. This program will help Montgomery College hiring managers, search committees, and employees learn to utilize language that is equitable, inclusive, and creates opportunities rather than barriers. The Search Advocacy program at Montgomery College is modeled and based on the work of Anne Gillies, director of the Search Advocate Program at Oregon State University (OSU), a highly-respected pioneer and leader in this work.  Ms. Gillies will be conducting this important training in June primarily for staff and department chairs and in August (during Professional Week) primarily for faculty this summer at MC.

A search advocate’s job is advisory, the purpose of the search advocate is to enhance the equity, validity, diversity, and inclusion in the institution’s recruitment process. In collaboration with the HRSTM representative, search advocates serve as process advisors to hiring managers, search committee chairs, and search committee members in promoting a focus on equity, inclusion, and integrity throughout the recruitment process. Advocates are embedded in searches and work with the committee to recommend inclusive and equitable strategies, encourage committee members to test their thinking and recognize implications of bias including unconscious bias.

A significant element of the Program is large-scale organizational education and training for potential search committee advocates. Attendees work on using various search strategies to increase equity and inclusion and to avoid bias. These methodologies have positively impacted the hiring process at OSU and have recently been adopted by the community college system in Virginia.  We believe that that they can do the same for Montgomery College.

Upcoming Training Dates:

August 26 and 27 | 11:30 a.m. - 5:00 p.m. 

August 28 | 10:00 a.m - 5:00 p.m.

Apply to the Search Advocate Program
Talent Share Program

In response to the remote work environment, the Office HRSTM has created a TalentShare program that allows the college the opportunity to meet temporary staffing needs through the use of internal talent.

View more information about Talent Sharenew window

Temporary Staffing

Effective July 1, 2020, all new temporary staffing requests will be filled as indicated below.

How to Fill Temporary Staffing Needs

Contract, Part-time Temporary Positions 
Complete the Request for Temporary Staffing (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) form to start the replacement process for:
  • child care
  • public safety officer
  • nursing lab
On call, Seasonal Temporary Positions 
Complete the Request for Temporary Staffing (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) form to start the replacement process for:
  • sign language interpreter
  • life guard
  • swimming pool operator
  • art model
  • performing arts technician

If your need is not included in one of the categories above follow the outsource request process (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) .

  1. Verify budget for contracted services.
  2. Complete Vendor Request Form (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) and send to *primary vendor. If you have identified a candidate, please refer them to the primary vendor for consideration.
  3. Hiring Manager and vendor work together to identify candidate. 
  4. Once a candidate is identified, complete a purchase requisition through banner web self-serve and notify the vendor. If you do not have access to Banner Self-Serve visit Procurement for guidance. 
  5. Upon arrival for work, have the candidate complete the Personal Data Form - Contractor (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) to be forwarded to HRSTM/Records.

 *All requests must be first be sent to the primary vendor. If the primary vendor is unable to identify a candidate after 24 hours, you may contact the secondary vendor. If the secondary vendor is unable to identify a candidate after 24 hours, you may contact the tertiary vendor.

Primary Vendor

CMTnew window

Tanisha Lewis

Human Resources Manager
1827 Brightseat Road
Hyattsville, MD 20785

O: 301.322.7860 Ext.500 | F: 301.322.7862

 

Secondary Vendor 

22nd Centurynew window

Sandeep Singh

Business Head – Operations & Client Relations
8251 Greensboro Drive, Suite 900
Mclean, Virginia 22012

O: 703-286-7655|F: 703-436-2147| C: 914-433-8200

Tertiary Vendor

1st Choice

Myron Garrett

Manager of Account Services
8121 Georgia Avenue
Suite 700
Silver Spring, Maryland 20910

O: 301-563-6404

 View Temporary Staffing Position Descriptions (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)

FAQs for Outsourced Temporary Services

Hiring Manager (HM) must verify funds then complete a vendor request form and send the completed form to the primary vendor.  View Vendor pricing.

NOTE:  Please refer to the process flow chart (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) for additional guidelines.

 

There are three (3) external vendors that are approved for work with the College. However, the primary vendor on the list must be contacted first and allowed 24 hours to fill an order before the second vendor is contacted. The first vendor on the list must be used regardless of the pricing differences between the three vendors. View vendor list above.
After verifying contracted services budget, the hiring manager must initiate a requisition through the procurement website. Procurement will create the purchase order in conjunction with the hiring manager. Once approved, hiring manager can then contact the external vendor to place the order.
The hiring manager must refer the candidate to the primary external vendor.
The hiring manager should contact the first external vendor to place an order.
Montgomery College has established rates with each vendor. Outsourced candidates are employees of the vendor and compensation is agreed upon between the two parties. 
Outsourced candidates are employees of the vendor and compensation is agreed upon between the two parties.

The hiring manager and temp staff must complete a Personal Data Form - Contractor (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) to ensure the temporary will have access to various MC systems. Hiring Managers should contact public safety to ensure the worker receives a photo ID. 

Extensions and Terminations of assignments must be communicated to HRSTM Records.

The external vendors will be responsible for conducting all appropriate background screening before a temp can work for the College. 
A temporary worker cannot start working until the vendor and procurement processes have been completed.
The purpose of a casual temporary employee is to provide temporary support staffing to meet the needs of a department. A casual temporary work schedule varies depending on the department need and can range from 2 - 40 hours a week.
The hiring manager monitors and approves temp hours, and coordinates any discrepancies/inquiries with the vendor. 
The hiring manager should reach out to Procurement and the external vendor to discuss extending an external temp service.
The hiring manager should contact the vendor for any performance related concerns with the worker.  Hiring manager has decision making authority and will communicate with the vendor regarding next steps.
The hiring manager should meet with the worker and provide an orientation that includes verifying the start and end dates of the assignment and any MC exit procedures. 
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