Strategic Recruitment (for Affirmative Action in Recruitment)

1
Strategic Recruitment(for Affirmative Action in
Recruitment)

• Presentation
• to the
• Physics Staff Committee
• September 6, 2015

2
Outline

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

3
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

4
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

5
New Applicant Tracking System
Provides more robust Candidate Experience and
Resume Search capability
6
Improved EEO Data capture

Self-Identification EEO Data is required at the
time of Resume submission
7
Improved EEO Reporting
Applicant EEO Data Mgmt. Report
Position Title Sr. Research Assoc. Requisition 0101010
Division General Science
Hiring Manager Brown, David Date 02/07/2005
Application Date Sex Ethnic Group Status Disposition Source
01/15/2005 M African American Applied Active ERIP
02/02/2005 F Caucasian Routed Reviewed AIRS
12/12/2004 ND Chose Not to Disclose Routed Reviewed EOE Journal



8
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

9
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

10
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

11
Use of e-Room to manageRecruitment process