At the University of Michigan, our dedication to academic excellence for the public good is inseparable from our commitment to diversity, equity, and inclusion. It is central to our mission as a public educational institution to ensure that each member of our community has full opportunity to thrive.
U-M is committed to recruiting, selecting and retaining a diverse and highly engaged staff community. The resources and tools provided here help hiring departments weave diversity into all aspects of the recruit-to-hire process.
"A key part of realizing our full potential when it comes to excellence is creating a campus climate that allows diversity to flourish – in all of its forms."
- President Mark Schlissel
Six Steps for Recruiting a Diverse Staff Community
- Increase your awareness of the value of diversity and U-M’s commitment to diversity, equity, and inclusion. Understanding the various dimensions of diversity and how they add value to your work environment is essential to creating the right mix of diversity on your team. It also serves as a foundation for developing an effective diversity recruitment strategy.
- Develop an effective strategy. Recruiting is an active process requiring thoughtful, well-planned steps to achieve desired results. Key objectives for an effective strategy include targeted outreach to create diverse qualified candidate pools.
- Take advantage of a wide variety of sourcing options to reach active and passive candidates. Find resources for sourcing, outreach and networking including no-cost job boards and searchable resume databases.
- Use the Applicant Summary Report to assess the diversity of the candidate pool on the job posting to inform further outreach needed. Due to the sensitivity of the data, only certain security roles within MPathways have access to this report. Contact your unit HR if you are unable to access the information.
- Developing screening criteria and a structured interview process are important tools that support an open, equitable experience.
- Provide a positive experience with regards to onboarding (orientation) with a focus on retention. Best practices suggest a one-year inclusion plan for each new hire.
University Human Resources is an important partner to assist your department in building a solid foundation for your unit or department’s diversity recruiting efforts. For questions or support, please contact Staff HR or your designated HR representative.