Executive Order 11246 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. The Office of Equal Opportunity and Compliance 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.
The purpose of this manual is to equip all hiring decision makers for all staff and faculty vacancies at the university with the means to ensure that every search provides each job seeker with equal access to the entire process and equal opportunity throughout the process. The following pages set forth the required procedures, practices, and requisite forms to use in effectuating the university’s commitment to these objectives. The ultimate goal of the selection process is to positively contribute to the University’s effort to recruit, select, and retain the best candidate for each job.
Recruitment and Selection Process Goals
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.
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.
Table of Contents
- Process Overview
- The Search Committee
- Search Committee Member Request
- Posting a Position
- Posting Waiver Process
- Increasing Diversity of Applicant Pools
- Evaluating Applicant Credentials
- Arkansas Veterans Preference
- Conducting Interviews
- References and Background Checks
- Extending an Offer for Employment
- Closing the Search
- Social Media Guidelines