Best Practices for Recruitment and Selection Processes

November 29, 2016 COS Recruitments: Selection of Candidates Ariana Wright, Director of EO/AA Office of Institutional Equity and Diversity

Creating the AD Have doubts about your ad? OIED can assist! Your advertisement will guide the entire selection process Use industry standards as a guide, but always check to make sure KSA s are grounded in bona fide job-related needs. Ensure all language in the ad is tied to the KSA s required for the position. Avoid using language that can be tied to protected factors. Encourage diverse applicants to apply. 2 This Photo by Unknown Author is licensed under CC BY-SA-NC

Search Committee Training A good way to avoid bias is to be prepared. Training is an important tool in preparing for the process. All individuals reviewing applicants should complete search committee training. Training certification lasts 12 months New training includes ways to spot and avoid potential biases in the process You can access training via the OIED website 3

? 0 1 2 3 4 UNKNOWN NONE SOME BASIC CONSIDERABLE COMPREHENSIVE uu Unable to evaluate from the information in the application and/or resume No related knowledge, experience, skills, or education/training. Sufficient familiarity with the subject to perform elementary tasks and understand simple problems with close supervision. Sufficient knowledge of the subject to resolve typical problems and perform normal job tasks without close supervision. Mastery of principles and practices. Able to resolve unusual problems and perform effectively in both typical and unique work situations. Several years related experience and/or education/training. Able to work Complete mastery of the theory and practice of a subject. Able to independently resolve problems and perform effectively in unprecedented work situations. Several years directly related experience and/or Experience coordinating resources within/across a large institution, community or agency Demonstrated work experience providing support services in an advocacy, education or case management setting Advanced or Professional Degree (could include PhD, JD or EdD) (Y/N) Experience working with individuals dealing with stressful or traumatic life events Experience working with sensitive and/or confidential information Demonstrated ability to provide accurate information and referral services Demonstrated ability to use electronic case management systems and Microsoft proficiency Demonstrated knowledge of Title IX requirements in a university/education setting Applicant Masters (Y/N) Demonstrated comprehensive experience in case management. SUBTOTAL REQ. % Last Name First Name Contains the minimum and preferred qualifications Based entirely on the advertised knowledge, skills, and abilities. At this stage, only the application materials should be used to make rankings The Matrix 4

Interviews Phone interviews OIED review On campus interviews Be consistent! 5

Final Selections Question: Is it permissible to hire a minority candidate over a non-minority candidate because of their status as a minority? Answer: Generally, no. However, we are encouraged to be inclusive and set goals. 6

THANK YOU! QUESTIONS? FOR MORE INFORMATION, PLEASE CONTACT THE OFFICE OF INSTITUTIONAL EQUITY & DIVERSITY