Strategic Recruitment (for Affirmative Action in Recruitment)

1. Strategic Recruitment(for Affirmative Action in Recruitment) Presentation to the Physics Staff Committee March 11, 2014

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

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