Diversity recruitment for staff: process, tools & resources
Developing Your Diversity Recruitment Strategy
Developing the most effective diversity recruitment strategy for your department will be critical to creating and maintaining the desired mix of staff diversity on your team.
Key objectives for an effective recruitment strategy are:
- Outreach to the most diverse candidate pools about your department’s employment opportunities at the time of posting or sooner
- Attracting qualified candidates where the diversity of the applicant pool is less than desired, specifically with regard to women and minorities. The development of a diversity recruitment strategy should include a formal review of your department’s current business processes (i.e. internal controls) and modifying them to complement your current diversity recruitment strategy.
Before developing your recruitment strategy, it is recommended that you talk with U-M resources such as the Office of Institutional Equity, the Staff Diversity Recruitment Coordinator, Staff HR Representatives/HR Consultants, Employment Process Coordinators [EPCs], and others as appropriate to gain as much insight on the U-M’s current diverse population and suggestions for your specific recruitment approach.
Hiring managers and search committees who would like assistance in their efforts to develop a diversity recruitment strategy and/or diverse applicant pool should contact the UHR Staff Diversity Recruitment Coordinator.