Strategic Recruitment (for Affirmative Action in Recruitment) - PowerPoint PPT Presentation

Strategic Recruitment(for Affirmative Action in Recruitment)

Presentation

to the

Physics Staff Committee

March 11, 2014

• Background
• Tools to support Strategic Recruitment efforts
• Enhancements to Recruiting Process
• Measures of Success
• Next Steps

• Recommended good faith recruitment procedures (Divisions with help of HR, WFDO)
• Designate overseeing person/group (e.g. Divisional staff committee) accountable for good faith AA efforts
• Ensure diversity in hiring committees/decision makers
• Maintain “living lists”of diverse candidates
• Ensure positions descriptions are attractive to a broad pool
• Define advertising strategy including web sites, journals/newspapers, professional associations, colleges/universities (including HBCUs/MSIs), etc
• Real time monitoring of all job searches/hiring. Extend searches to ensure diverse applicant pools.
• Monitor candidate selection

• New Applicant Tracking System for better collection of EEO data
• Standardized Process ensures consistent Best Practices
• Recruitment Plan assigns milestones and responsibilities for diversity actions
• Good Faith Efforts

Provides more robust Candidate Experience and Resume Search capability

Self-Identification EEO Data is required at the time of Resume submission

Improved EEO Reporting

• Recruiter & Search Committee chair

Following divisional guidelines:

• document evaluation criteria of position
• understand Underutilization data of position
• identify and agree on Sourcing strategies, including Diversity sources
• agree on roles and responsibilities of Selection Committee members
• agree on selection milestones using Recruitment Plan, including Staff Committee review of short list
• create & share “living list”

• Documentation of clear Selection Criteria and Recruitment Plan upon completion of first meeting between Recruiter and Search Committee / HM
• Detailed Report of search results at completion
• special steps taken to address any under-representation in department
• identification of candidates from under-represented groups
• reasons for non-selection or decline of under-represented candidates

Beginning March 2005

• Communicate Strategic Recruitment recommendations to division
• Communicate specifics of standardized process to search committees & HMs involved with current searches
• immediate adaptation of Good Faith Efforts
• use of e-Room tool to manage process
• adopt milestones to assess adequacy of diversity in applicant pool
• manage & cultivate “living lists”
• review measures of success / post-mortem