Introduction

Recruitment Manual

The University of Arkansas supports equal employment and affirmative action for veterans and individuals with disabilities in hiring decisions, and the Chancellor affirms this commitment in seeking to achieve diversity among employees. To further the effective practice of equal opportunity and affirmative action in recruiting and hiring initiatives, the university has adopted specific recruitment and hiring procedures. As a federal contractor, the University of Arkansas is required to engage in affirmative outreach and other efforts to broaden the pool of qualified applicants to include groups previously excluded from consideration. Equal employment opportunity ensures individuals the right to be treated on a non-discriminatory basis. Affirmative action is a set of positive steps the employer uses to promote access and opportunity and to eliminate discrimination. Unlike equal opportunity, affirmative action is a proactive concept that implies aggressive, vigorous, and systematic activities to achieve equality and equity for all. This Recruitment Manual highlights how to effectively conduct faculty and staff searches.

The Equal Opportunity, Compliance and Title IX (OEOC) staff provide consultation services and resources to the hiring official/search committee about how to conduct effective searches. It is strongly recommended that before departments commence with initiating an active search that the hiring official/search committee receive specific information about the university search process, equal employment opportunity/affirmative action (EEO/AA) guidelines and best practices. If you have questions regarding the policies and/or practices outlined in this manual, please contact Equal Opportunity, Compliance and Title IX at (479) 575-4019 (voice), (479) 575-3646 (tdd) or oeoc@uark.edu.

DOWNLOAD MANUAL

The Hiring Process

The University of Arkansas supports equal employment and affirmative action in hiring decisions, and the Chancellor affirms this commitment in seeking to achieve diversity among employees. To further the effective practice of equal opportunity and affirmative action in recruiting and hiring initiatives, the university has adopted specific recruitment and hiring procedures. As a federal contractor, the University of Arkansas is required to engage in affirmative outreach and other efforts to broaden the pool of qualified applicants to include groups previously excluded from consideration. Equal employment opportunity ensures individuals the right to be treated on a non-discriminatory basis. Affirmative action is a set of positive steps the employer uses to promote access and opportunity, and to eliminate discrimination. Unlike equal opportunity, affirmative action is a proactive concept that implies aggressive, vigorous, and systematic activities to achieve equality and equity for all. This Recruitment Manual highlights how to effectively conduct faculty and staff searches.

The Law

VEVRAA and Section 503 of the Rehabilitation Act requires the University of Arkansas, as a federal contractor, to engage in aggressive outreach with the purpose of including previously excluded groups in the pool of qualified applicants to fill vacant positions. Affirmative action refers to positive steps taken to promote equal employment opportunity and to eliminate discrimination. It is a proactive concept designed to address the underutilization of women, racial minorities, protected veterans and persons with disabilities in the workforce. Affirmative action is not a preference system nor is it designed to exclude qualified applicants who are not members of underrepresented groups. Equal employment opportunity refers to a set of principles and employment practices designed to ensure that no one is excluded from consideration for job opportunities due to their race, color, religion, sex, national origin, or other protected category that cannot be the basis for employment decisions. Equal opportunity is a principle that guarantees individuals the right to non-discriminatory treatment, and it must be a factor in every phase of the search and hiring process. Hiring supervisors are charged with the immediate responsibility for recruiting, supporting, assisting, mentoring, and, thus, retaining employees with a diversity of backgrounds and experiences. Equal Opportunity, Compliance & Title IX is available to assist and direct departments and search committees in these activities. The university, as an academic institution, shares the responsibility of attracting and retaining capable and aspiring individuals, including those from traditionally underrepresented groups.

Goals

Recruitment

To attract a diverse array of highly-qualified applicants.
To provide all applicants an equal opportunity to apply and compete for vacancies. To take affirmative action to address any areas of underrepresentation of women, racial/ethnic minorities, individuals with disabilities and veterans.

Selection

To systematically collect information about each job seeker’s ability to meet the requirements of the advertised position.
To select a candidate that will be successful in performing the tasks and meeting the responsibilities of the position.

Introduction

Step One: Pre-Advertising

Step Two: Posting / Advertising

Step Three: The Search Committee

Step Four: Recruitment Period

Step Five: Recruitment Analysis

Step Six: The Interview

Step Seven: The Offer