Recruiting and Hiring Obligations
As a federal contractor, Michigan Tech must comply with Executive Order 11246, VEVRAA and 503 regulations. These regulations prohibit discrimination in employment decisions on the basis of protected class status and requires affirmative action to recruit and advance individuals from underrepresented groups.
These regulations require Michigan Tech to set placement goals for job groups with underutilization. These goals help to identify where we need to attract a diverse pool of applicants. Departments can help in achieving these goals by reviewing the diversity of their staff and take proactive steps to recruit and advertise to attract a diverse pool of applicants.
- Include the EEO tagline with all job postings.
- Evaluate job descriptions to ensure they are accurate of the job duties and required minimum qualifications.
- Advertise positions to attract a diverse pool. Making an extra effort to recruit qualified women, minorities, protected veterans, and individuals with disabilities.
- Engage in effective outreach and recruitment. Outreach is more than posting jobs on a job board. Outreach is contacting colleagues, sending emails and letters to organizations, advertising in targeted journals, magazines and newspapers to recruit women, minorities, veterans, and individuals with disabilities.
- Monitor the diversity of your application pool. If you find it lacking in diversity, then increase your outreach efforts.
- Evaluate your recruitment and outreach efforts to determine if the outreach attracted qualified women, minorities, individuals with disabilities, and protected veteran applicants. For example, ask; Did the outreach result in the hiring of these individuals? If not, why? What can be done to improve recruitment efforts?
The Office of Equal Opportunity Compliance and Title IX works with Human Resources to provide information and training components for the faculty, staff, and the Dean and Chair hiring processes. These components include legal aspects training for search committee members, national and online advertising resources, guidelines for forming a diverse search committee, steps for determining if the applicant pool is diverse, providing information on inappropriate inquiries during the interview process, and reviewing candidate hiring and non-selection reasons. In addition, information on veteran hiring and translating military skills to civilian skills is available.
We strongly suggest taking time to develop an accurate job description and developing hiring criteria and evaluation materials for rating applicants. Human Resources can assist you with this.
Step-by-step instructions and additional information can be found on these webpages: