Diversity recruitment for staff: process, tools & resources
The screening process is a critical component in the diversity recruitment process. Effective screening requires the cooperation of all in the unit so that the hiring/selection committee does not measure diversity candidates against outdated and/or biased standards. Such a process should be designed to include and not exclude candidates. To do so, think about how each candidate profile will enhance diversity in the unit’s work environment, both departmentally and university-wide. It is important to continue focusing on the key qualifications outlined in the job posting. To ensure that the right candidate is selected for the job vacancy, this criteria must not be compromised.
During the selection stage, hiring managers should consider approaching the recruitment process as a two-way communication where it becomes necessary to “sell” the job to the diverse applicant pool, not just presume that candidates will effectively market their qualifications. For example, the hiring manager should be prepared to provide answers to the following questions:
- What makes this job attractive to minorities and women?
- Do you offer referral bonuses for hard-to-recruit positions or multiple positions?
- Is the U-M a large, diverse place where a career can be built?
- Is it a team environment?
- Are there opportunities to offer input on how best to do the job?