strategic recruitment for affirmative action in recruitment l.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Strategic Recruitment (for Affirmative Action in Recruitment) PowerPoint Presentation
Download Presentation
Strategic Recruitment (for Affirmative Action in Recruitment)

Loading in 2 Seconds...

play fullscreen
1 / 11

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


  • 409 Views
  • Uploaded on

Strategic Recruitment (for Affirmative Action in Recruitment). Presentation to the Physics Staff Committee March 11, 2014. Outline. Background Tools to support Strategic Recruitment efforts Enhancements to Recruiting Process Measures of Success Next Steps. Strategic Recruitment.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Strategic Recruitment (for Affirmative Action in Recruitment)' - Lucy


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
strategic recruitment for affirmative action in recruitment

Strategic Recruitment(for Affirmative Action in Recruitment)

Presentation

to the

Physics Staff Committee

March 11, 2014

outline
Outline
  • Background
  • Tools to support Strategic Recruitment efforts
  • Enhancements to Recruiting Process
  • Measures of Success
  • Next Steps
strategic recruitment
Strategic Recruitment
  • 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
tools to support process
Tools to Support Process
  • 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
new applicant tracking system
New Applicant Tracking System

Provides more robust Candidate Experience and Resume Search capability

improved eeo data capture
Improved EEO Data capture

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

enhancements to process
Enhancements to process
  • 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”
measures of success
Measures of Success
  • 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
next steps
Next Steps

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