Strategic Recruitment

(for Affirmative Action in Recruitment)

Presentation to the Physics Staff Committee May 5, 2012

Outline

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

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

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

Provides more robust Candidate Experience and Resume Search capability

Improved EEO Data capture

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

Improved EEO Reporting

Applicant EEO Data Mgmt. Report
Position Title: Division: Hiring Manager: Application Date
01/15/2005 02/02/2005 12/12/2004 Sr. Research Assoc. General Science Brown, David

Requisition:

0101010

Date:

02/07/2005

Sex
M F ND African American Caucasian

Ethnic Group

Status
Applied Routed Routed

Disposition
Active Reviewed Reviewed

Source
ERIP AIRS EOE Journal

Chose Not to Disclose

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

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 underrepresentation in department identification of candidates from underrepresented groups reasons for non-selection or decline of underrepresented candidates

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

Use of e-Room to manage Recruitment process