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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 onboarding 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.

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.

View the FY24 Staff Salary Schedule (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) for both bargaining and non-bargaining staff to gain insights into the equitable compensation opportunities we offer.

Hiring Manager

Start your search now.

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, 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.) , or Process Flow: Recruitment and Hiring of 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. All requests require the approval of the appropriate senior vice president. Submit the completed and approved form to Recruiting and Chantelle McKoy.

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, Get Adobe Acrobat PDF Reader.-Link opens in new window.) (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, Get Adobe Acrobat PDF Reader.-Link opens in new window.) and staff/administrators (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) .

Recruiting Resources for Managers

Policy and Procedures:

Ad Templates:

Interview Resources:

Sample Interview Questions:

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 through Workday and review the Search Committee Protocol Training.new window

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 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.

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 
Create a job requisition (see job aid (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) ) in Workday to start the recruitment process (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) for:
  • child care
  • public safety officer
  • nursing lab
On call, Seasonal Temporary Positions 
Create a job requisition (see job aid (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) ) to start the recruitment process (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) 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, Get Adobe Acrobat PDF Reader.-Link opens in new window.) . Additionally, for more detail on the temporary staffing option, use the process/steps. (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.)

  1. Verify the budget for contracted services.
  2. Complete the Vendor Request Form (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) using the Temporary Staffing Position Description List (PDF, Get Adobe Acrobat PDF Reader.-Link opens in new window.) 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, Get Adobe Acrobat PDF Reader.-Link opens in new window.) 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.

Primary Vendor

CMTnew window
1827 Brightseat Road
Hyattsville, MD 20785

Tanisha Lewisnew window
Human Resources Manager

O: 301.322.7860 ext.500 | F: 301.322.7862

 

Secondary Vendor 

22nd Centurynew window

Vipin Kumar
Account Manager

O: 732-305-4531 ext 299 | Direct: 908-446-8255

Tertiary Vendor

1st Choicenew window

Brittney Douglas
Business Development Manager
8121 Georgia Avenue, Suite 203
Silver Spring, MD  20910

O: 240-331-5506

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

FAQs for Outsourced Temporary Services

The 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 to 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 the vendor list above.
After verifying the contracted service 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, the 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. The manager does not determine the salary rate and should not have a conversation regarding salary with a candidate.
Outsourced candidates are employees of the vendor and compensation is agreed upon between the two parties.
Temporary workers are paid by the staffing vendor. The staffing vendor bills Montgomery College for the hours worked.  
No. Temporary workers will complete timesheets in the staffing vendor’s applicable time tracking system.
The hiring manager is responsible for ensuring the temporary worker completes the timesheet in the staffing vendor’s applicable time tracking system. Please coordinate directly with the vendor for timesheet system training and time entry and approval deadlines.
Temporary workers are entered into Workday as contractors once the approved request is fully processed by HRSTM. In Workday, all contractors have a [C] listed directly after their name and their job title will always be Contractor listed directly beneath their name. Contractors are not employees of Montgomery College; the only information managed in Workday includes job details, contact information, and personal information.  
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 screenings 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. There is not a set limit on the amount of hours a temporary worker can work. It is dependent on the hiring department's budget. 
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.