Broadening the Applicant Pool
Broadening the Applicant Pool
University of Arkansas
Department of Equal Opportunity, Compliance & Title IX
Recruitment Manual
What does it mean to broaden the applicant pool?
A qualified and fair workforce is important to the University of Arkansas. Treating all individuals fairly and equitably is critical to fulfilling the university’s mission and to maintaining compliance with federal and state laws.
A broad applicant pool reflects the estimated availability of qualified individuals in the area from which recruitment efforts are conducted. These estimates are typically derived from sources such as the U.S. Census, the U.S. Department of Education, and other relevant labor and education data.
If a position is identified as underutilized—meaning the current number of employees in a specific category does not align with availability estimates—staff in the Department of Equal Opportunity, Compliance & Title IX (OEOC) will work with the hiring department to support outreach efforts that expand access and awareness to qualified applicants, including veterans and individuals with disabilities, in accordance with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and the Americans with Disabilities Act (ADA).
How do I assess the makeup of my applicant pool?
Workday provides an automatic applicant pool report for use in evaluating the composition of the pool. To access it, navigate to the posting in Workday and select “Departmental EEO Report” under the Reports tab. When analyzing the pool, be sure to review only qualified and active applicants. Applicants who withdraw from consideration should not be included in the final assessment.
How do I broaden my applicant pool?
There is no single action that ensures a broadly representative applicant pool. Success often results from a combination of strategies, including:
- Advertising in a wide range of professional and academic publications and websites.
- Utilizing job boards and platforms with broad outreach.
- Building relationships with academic programs and professional associations aligned with the job discipline.
- Partnering with community-based organizations and career centers.
- Participating in job fairs and networking events.
- Using existing networks and professional contacts to share job announcements.
These efforts help create awareness about opportunities and ensure that individuals—including veterans and those with disabilities—have equitable access to the hiring process.
For additional support or guidance, please contact the Department of Equal Opportunity, Compliance & Title IX at oeoc@uark.edu.