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Recruitment lifecycle considerations for an inclusive recruitment and hiring process
Cultivation (ongoing)
Has your department built a pipeline of applicants to consider before a job vacancy opens?
What community, campus and professional networks has your department built relationships with and have an understanding of your department's work and workplace?
Are there specific individuals that you have identified through this cultivation process that you believe could be successful in this role? Have you considered scheduling a phone or in-person meeting to discuss the role and how their experience/skillset may align?
Position Description
Is the language in the position description inclusive (not UW-Madison specific)?
How are requirements/skills needed for the positioned framed? Are the minimum requirements identified absolutely needed for this position?
Has your department considered a plain language review of your description/summary to ensure that the language is clear and reaches a broader audience?
Search & Screens
Is there a diverse representation of identities, perspectives, experiences,thoughts, etc. represented on your committee?
Does the committee have an understanding of unconscious bias and how it may show up in recruitment/hiring processes? Has your department considered an unconscious bias training for those involved in the review/search process?
Has the committee developed key criteria needed in an application before the review process that will be referenced throughout the recruitment process?
Is there a committee member that the new employee will work with or that may be present during the future onboarding stage?
Recruitment
Where and how is the committee/school/unit searching for diverse applicants? Is the department utilizing the applicant pipeline they have built through the cultivation phase/partnerships on campus and in the community?
Is there support from the dean/formal leaders to continue the search process(beyond a position close date) if an applicant pool is not diverse (HR)?
Would you do anything differently during this time to yield different results?
Application Review
Has the committee considered utilizing a blind application review process to mitigate bias?
Is the committee utilizing the key criteria identified prior to the search throughout every phase of the review process?
Are committee members and those involved in the interview process aware and have a shared understanding of the selection criteria identified?
Are committee members who know or have a close relationship with any potential candidate recusing themselves from the review process? Or is the committee discussing the potential for conflicts of interest?
Interviews
How are interview questions developed at every stage of the interview process (phone, in-person)?
Are interview questions and the interview process inclusive? Inclusive of different needs for applicants? Inclusive of different perspectives?
Do interview questions address behaviors that demonstrate job knowledge, skills, abilities,etc.?
Are you avoiding questions about any protected classes identified by the city, state, or federal law?
Are other unit/campus stakeholders involved in the interview process and given the opportunity to provide feedback?
Are candidates aware of the campus and community resources and support networks available to them if they join the department/UW-Madison community?
Are candidates aware of the current organizational culture, values and norms?
Selection
Does the selected candidate have the relevant experience and/or skillset to perform the duties of the position?
Has the selected candidate demonstrated the knowledge needed to fulfill the requirements of the position?
Will this candidate provide a diverse perspective and diverse experiences to the team and work environment?
Is there a clear and shared understanding of why other final candidates are not selected for the position?
Onboarding
Have you created a structured, individualized and thorough training plan for the new employee?
Has the plan been shared with the necessary stakeholders?
Does the plan contain clear expectations that go beyond the first day?
Have you discussed the new employees goals and what development opportunities are available to help them meet their goals?
Are you checking in with the new employee and providing them with the resources needed to be successful in their role?
Is the plan reflective of the organizational culture, value and norms that were shared during the interview process?