Recruiting for Staff Diversity

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 information and resources compiled here provide hiring departments with a comprehensive toolkit for recruiting a diverse staff.

"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

  1. Increase your understanding about what constitutes diversity. 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. 
  2. Develop an effective strategy. Your strategy is critical to creating and maintaining the desired mix of diversity on your team. Key objectives for an effective strategy include targeted outreach to create diverse candidate pools of qualified candidates. 
  3. Take advantage of appropriate sourcing venues and use them to source your staff vacancies. Many associations, publications and online media target diversity-specific communities.  Coordinating your efforts to include these venues will help you to attract diverse applicants. In addition to many fee-based services, the university has some agreements that allow units to post jobs free of charge for U-M account holders. Read more about marketing your open position through sourcing, outreach, and networking.
  4. Communicate your openings in the right markets. Diversity in the applicant pool is highly dependent on your sourcing strategy. Anticipating future staffing needs is critical to identifying effective operations. A review of your current recruiting process and how well it works will determine if an alternate strategy is needed. Since posting costs can vary widely, make choices based on the strategy and immediate need. 
  5. Screening is critical. Effective screening requires the cooperation of every member of the hiring/selection team.The process should be designed to include and not exclude candidates.Think about how each candidate will enhance diversity in the work environment while focusing on the key qualifications outlined in the job posting. This helps ensure that the right candidate is selected. 
  6. Don’t forget onboarding (orientation) and retention. If your department is invested in recruiting diverse candidates, it is in your best interest to have a plan in place to retain them. 

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 the Staff Diversity Recruitment Coordinator or your designated HR representative.