Frequently Asked Questions
Does the University conduct background checks?
Individuals already employed by Georgetown University as of April 1, 2012, will not be subject to retroactive background checks, except (1) if applying for a promotion or transfer to a position for which a background check is required by local, state or federal law or, with the approval of HR, and the hiring department, (2) if transferring from a temporary or special position that did not require a background check into a regular or term position or (3) as otherwise set forth in HR Policy 210, Background Checks.
For purposes of background checking, an employee whose relationship to the University is severed – either through resignation or termination and who subsequently re-applies for employment, will be considered a new hire and subject to the background check process.
In the event that the University has reason to believe that a University employee has engaged in criminal conduct, conduct that raises questions about his or her ability to execute the duties of the position, conduct that may pose a danger to others, or any other reason deemed sufficient by the University to warrant a background check, the University reserves the right to require the employee to satisfactorily complete a background check as a condition of continued employment.
Where can I find out about Georgetown's job openings?
How do I find out about temporary job opportunities?
How long does it take before someone gets back to me about a job
I applied for on-line?
How will I know if the position for which I applied has been filled?
How long does the hiring process take?
Where are faculty positions advertised?
I will be coming into town and would like to schedule an interview
with someone to discuss employment at Georgetown University.