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.
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The Hiring Process
The University of Arkansas supports equal employment opportunity in all hiring decisions. The Chancellor affirms this commitment by encouraging the recruitment and retention of individuals with a wide range of backgrounds, perspectives, and experiences. To promote consistent and equitable recruitment and hiring practices, the university has adopted specific procedures in alignment with federal compliance obligations.
As a federal contractor, the University of Arkansas is required to implement proactive outreach efforts and inclusive search strategies to broaden the pool of qualified applicants, including individuals from groups that have historically faced barriers to employment. Equal employment opportunity ensures that individuals are treated fairly and without discrimination throughout the hiring process and in all terms and conditions of employment.
These proactive efforts are designed to expand access to opportunities and foster fairness in recruitment. This Recruitment Manual provides guidance on how to conduct effective faculty and staff searches in accordance with the university’s commitment to equitable and legally compliant hiring practices.
The Office of Equal Opportunity, Compliance and Title IX (OEOC) provides consultation and resources to hiring officials and search committees to support successful search processes. It is strongly recommended that departments consult with OEOC prior to launching a search to receive information on university hiring procedures, equal employment opportunity guidelines, and recommended best practices.
If you have questions regarding the policies or practices outlined in this manual, please contact the Office of Equal Opportunity, Compliance and Title IX at (479) 575-4019 (voice), (479) 575-3646 (TDD), or oeoc@uark.edu.
The Law
VEVRAA and Section 503 of the Rehabilitation Act require the University of Arkansas, as a federal contractor, to engage in proactive outreach efforts to ensure that previously excluded or underrepresented groups are included in the pool of qualified applicants for vacant positions. These efforts involve intentional, data-informed strategies to promote equal employment opportunity and to eliminate barriers that have historically limited access for women, racial and ethnic minorities, protected veterans, and individuals with disabilities.
These proactive outreach measures are not preference systems, nor are they designed to exclude qualified applicants who are not members of underrepresented groups. Rather, they serve to widen the pool of talent and ensure that all qualified individuals are equitably considered.
Equal employment opportunity refers to a set of principles and employment practices that ensure no person is denied consideration for job opportunities based on race, color, religion, sex, national origin, disability, veteran status, or other legally protected characteristics. It is a guiding principle that guarantees non-discriminatory treatment and must be embedded in every stage of the recruitment and hiring process.
Hiring supervisors have the responsibility to recruit, support, mentor, and retain employees who bring a diversity of experiences and perspectives to the university. OEOC is available to support departments and search committees in carrying out these responsibilities.
As an academic institution, the University of Arkansas is committed to attracting and retaining capable and aspiring individuals, including those from communities that have been historically underrepresented in higher education and the workforce.
Goals
Recruitment
To attract a broad and highly qualified pool of applicants.
To ensure that all individuals have an equal opportunity to apply for and compete
for vacancies. To implement proactive outreach strategies aimed at addressing areas
where qualified individuals may have historically been excluded or underrepresented
in the applicant pool.
Selection
To systematically evaluate each applicant’s ability to meet the qualifications and expectations of the advertised position. To select the candidate best positioned to succeed in the role based on skills, experience, and alignment with the responsibilities of the position.