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, please review our Frequently Asked Recruiting Questions.
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.
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, ) , Full-time Faculty (PDF, ) , or Part-time Faculty (PDF, ) , or Process Flow: Recruitment and Hiring of Part-time Faculty (PDF, ) ).
To gain approval to start a recruitment a Vacancy Recruitment Form (PDF, ) is required for SALT review and approval. All requests require the approval of the appropriate Sr. Vice President.
Before submitting a request to fill a position, please take the time to:
- Give thoughtful consideration to your current and future workforce needs.
- Ensure that the position description is up to date
- Notify Classification and Compensation team of any changes.
Once a candidate has been identified for hire, documentationnew window is required. Because the recruitment process is completed in Workday, the recruitment report documentation requirements have changed. The Recruitment and Selection Report (PDF, ) (RSR) is required to provide the narrative of the recruitment process and identification & justification of the selected candidate. View examples of the new RSR for faculty (PDF, ) and staff/administrators (PDF, ) .
Recruiting Resources for Managers
Policy and Procedures:
Sample Interview Questions:
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 through Workday and review the Search Committee Protocol Trainingnew window
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.
Effective July 1, 2020, all new temporary staffing requests will be filled as indicated below.
How to Fill Temporary Staffing NeedsContract, Part-time Temporary Positions
Create a job requisition (see job aid (PDF, ) ) in Workday to start the recruitment process for:
- child care
- public safety officer
- nursing lab
Create a job requisition (see job aid (PDF, ) ) to start the recruitment process for:
- sign language interpreter
- life guard
- swimming pool operator
- art model
- performing arts technician
Temporary Staffing Option Through Use of a Vendor
- Verify budget for contracted services.
- Complete Vendor Request Form (PDF, ) using the Temporary Staffing Position Description List (PDF, ) to identify the type of support needed. If there is not an existing position that meets your needs, please notify the vendor and procurement that a market rate is needed for the position. The vendor should be sent a list of the key responsibilities only (do not send the official MC position description). MC employees do not negotiate rates or salary with the vendor.
- Hiring Manager and vendor work together to identify candidate. If you have a candidate, they should be referred to the vendor. These candidates will be employees of the vendor and compensation is agreed upon between the vendor and the temporary employee.
- Once a candidate is identified, complete a purchase requisition through Workday and notify the vendor. If you need assistance visit Procurement for guidance.
- Upon arrival for work, have the candidate complete the Personal Data Form - Contractor (PDF, ) 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.
View Temporary Staffing Position Descriptions (PDF, )
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, ) for additional guidelines.
The hiring manager and temp staff must complete a Personal Data Form - Contractor (PDF, ) 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.