Strategic Recruitment (for Affirmative Action in Recruitment) Presentation to the Physics Staff Committee August 6, 2015

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

Applicant EEO Data – Mgmt. Report Position Title: Sr. Research Assoc. Requisition: Division: General Science Hiring Manager: Brown, David Date: 02/07/2005 Application Date SexEthnic GroupStatusDispositionSource 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 Improved EEO Reporting

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 under- representation in department — identification of candidates from under- represented groups — reasons for non-selection or decline of under- represented 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