To have a successful recruiting strategy, we must create a clearly defined Recruitment and Hiring Process utilizing a multi-step process. Steps may include:

  1. Advertising our open positions to attract a diverse candidate pool, including:
    1. Professional Organizations
    2. Publications
    3. Associations representing diversity groups
    4. Job Fairs
    5. The Department of Labor website
    6. Utilizing our professional networks
  2. Evaluate all open position job descriptions to ensure accurate detailing of the position, job duties and competencies, and required minimum qualifications.
  3. Meet with HR to discuss our current placement goals as outlined by our current Affirmative Action Plan, discuss our current demographic make-up, and the current availability in the labor market based on census information to strategize on increasing outreach.
  4. Closely monitor the diversity of our applicant pool. If you find that it is lacking, then consider increasing outreach efforts to protected classes.
  5. Have all applicants apply officially via our Applicant Tracking System. This allows Human Resources to streamline the hiring process while capturing all pertinent information required by federal laws on all applicants and saves time for every department.
  6. As a federal contractor we also have recordkeeping obligations.
    1. We must maintain all expressions of interest (resumes) for all applicants that we have considered for the position for a period of 3 years.
    2. We must maintain separate files for Applications and Disability forms.
  7. Remember, while we have placement goals, our ultimate goal is to hire the most qualified applicant and defend our hiring decisions.