Talent Acquisition and Employment

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.

View the FY24 Staff Salary Schedule (PDF, ) for both bargaining and non-bargaining staff to gain insights into the equitable compensation opportunities we offer.

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 we want 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. All requests require the approval of the appropriate senior vice president. Submit the completed and approved form to HRSTMRecruiting@montgomerycollege.edunew window.

Before submitting a request to fill a position, please take the time to:

1. Give thoughtful consideration to your current and future workforce needs.
2. Ensure that the job profile is up-to-date.
3. Notify the 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 the identification and justification of the selected candidate.  View examples of the new RSR for faculty (PDF, ) and staff/administrators (PDF, ) .

Policy and Procedures:

• Recruitment Policy (PDF, )
• Employment of Individuals with Disabilities (PDF, )

Ad Templates:

• Part-time Faculty Ad Template Form for Credit (PDF, )
• Part-time Faculty Ad Template Form for Non-credit (PDF, )

Interview Resources:

• Interview Guidelines (PDF, )
• Virtual Interview Tips (PDF, )
• Common Bias (PDF, )

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 Training.new window

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 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, 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 the 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 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 they can do the same for Montgomery College.

How to Fill Temporary Staffing Needs

Note: Temporary employees on MC’s payroll are limited to a maximum of 25 hours per week. If additional hours are needed, you must utilize the approved temporary staffing agency/vendor below to hire a Contractor.  

Contract, Part-time Temporary Positions 
Create a job requisition (see job aid (PDF, ) ) in Workday to start the recruitment process (PDF, ) for:

• child care
• public safety officer
• nursing lab

On call, Seasonal Temporary Positions 
Create a job requisition (see job aid (PDF, ) ) to start the recruitment process (PDF, ) for:

• sign language interpreter
• life guard
• swimming pool operator
• art model
• performing arts technician

Temporary Staffing Option Through the Use of a Vendor

If your need is not included in one of the categories above, follow the outsourcing process map (PDF, ) . Additionally, for more detail on the temporary staffing option, use the process/steps. (PDF, )

1. Verify the budget for contracted services.
2. Complete the 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 salaries with the vendor.
3. Hiring Manager and vendor work together to identify candidates. 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.
4. Once a candidate is identified, complete a purchase requisition through Workday and notify the vendor. If you need assistance, visit Procurement for guidance. 
5. Upon arrival for work, have the candidate complete the Personal Data Form - Contractor (PDF, ) to be forwarded to HRSTM/Records.

*All requests must 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