Step 1: The Job Description
A job description is the foundation of the hiring process. It is the document that tells employees what is expected of them and what is important about their positions. Be sure to articulate diversity expectations as they relate to the job duties on the job description.
Example of Wording Within Job Duties
“Actively promotes diversity within the office…”
“Contributes to team by working effectively with individuals of diverse backgrounds.”
“Demonstrates commitment to diversity by participation in…”
“Effectively interacts with a diverse population of students and faculty.”
“Represents the department to internal and external customers by actively supporting diversity.”
“Assists customers of all genders, race, ethnicity and backgrounds in processing…”
Step 2: The Job Posting
Include diversity statements in the posting when advertising the position. Including the diversity statements from the job description in the description of duties serves to inform candidates of the diversity expectations and reinforces the University’s commitment.
Step 3: Recruitment Planning
Follow through with formal development of the Recruitment Plan. Identify efforts in writing and share with Employee Services, department and college personnel and members of the search committee. Look to the Dean of the College to generally shape and provide direction on recruitment planning. Strive to reach a specific pool of candidates or reach passive candidates through advance strategic planning.
Step 4: Networking
Internal and external networking remains the most effective way to increase the diversity of the candidate pool. Consider networking with minority and women’s universities and colleges, minority and women’s associations within the position’s discipline, and local diversity professional organizations. A departmental web site can be an effective networking tool as well. Make sure to include pictures of people with diverse backgrounds in varying activities, update news on a regular basis and include the University’s or department’s mission statement.
Step 5: Tracking Progress
Hiring managers have the ability to check the race/gender makeup of the candidate pool to determine the effectiveness of their recruiting efforts by contacting Employee Services.
Step 6: Interviewing
When using committee interviewing, be sure to include minority representation on the team. Never ask candidates about their marital status, race, gender, sexual orientation, religion, nationality, age, or disability. THESE ARE ILLEGAL QUESTIONS. Instead, concentrate on candidates’ diversity experience, education, and attitude.
Example Questions
- In this position, how do you think you might be able to support the university’s philosophy toward diversity?
- How have you integrated multicultural issues as part of your professional development?
- How have you participated in diversity events and organizations at other colleges and universities?
Step 7: Reference Checking
Reference checking is an important way to discover a candidate’s experience, education and attitude about diversity at their previous places of employment. Be sure to include at least one diversity related question.
Example Questions
- Are you aware of any diversity events or organizations in which this candidate participated?
- What kind of leadership efforts did this candidate initiate to encourage a commitment to diversity in his/her previous job?
Step 8: Making the Hiring Decision
Hiring managers are encouraged to use the scoring matrix available at on the Employee Services Web site. Because the hiring manager has identified diversity opportunities associated with the job duties, he or she should then include factors on diversity experience and/or education as criteria for the hiring decision.
Step 9: Long Term Plans
A long-term program must be created to retain good employees and to enhance future recruitment. Some long term plans to consider include:
- Base yearly evaluations on the job description’s use of diversity related duties
- Include diverse representation on assignments and team projects
- Establish career ladders within the department
- Provide professional development for all employees and seek opportunities for employees to participate in diverse organizations
- Develop mentoring programs within the department