Diversity at ARL > Recruiting & Retention

The Pennsylvania State University is committed to the policy that all persons shall have equal access to programs, facilities, admission, and employment without regard to personal characteristics not related to ability, performance, or qualifications as determined by University policy or by state or federal authorities. The Pennsylvania State University does not discriminate against any person because of age, ancestry, color, disability or handicap, national origin, race, religious creed, sex, sexual orientation, or veteran status. Direct all inquiries regarding the nondiscrimination policy to the Affirmative Action Director, The Pennsylvania State University, 328 Boucke Building, University Park, PA 16802-2801; tel. (814) 865-4700/V;  (814) 863-1150/TTY. 

Please note these important links:

RECRUITMENT PLAN: DEVELOPED AND IMPLEMENTED  

Developed by ARL HR and hiring unit to include a search strategy that aims to attract qualified candidates and achieve a racial, ethnic, and gender balanced workforce consistent with university policy.

In addition to defining the authority of the search committee/team, the Office or Division Head should review job group goals to correct under-representation of women and racial/ethnic minorities(with any necessary assistance from ARL’s Diversity Office), and charge the committee with exploring all opportunities to create a diverse pool of applicants. AAO requires expanded recruitment efforts for all positions in which women and minorities are underrepresented.

Personal contacts through professional organizations, training facilities, and colleagues at other institutions are usually the most effective networking resources.  You are encouraged to personally contact professional organizations in your field to request that the position announcement be shared with members, especially with any women's or minority caucuses.  Making personal contacts with the caucuses is most likely to result in applicants for your position. You are also encouraged to list your position announcement on websites and list-serves specific to your department or position which potential applicants are likely to read because of their interest in the subject. Prior to posting your job on any professional websites, please contact the Human Resources Office for the appropriate tracking code.

Ensure that recruitment advertising is appropriate to the position but not so restrictive as to needlessly limit the pool of applicants. ARL Human Resources will assist the hiring department with development and placement of the advertisement.

Determine estimated recruitment costs/obtain approval (if necessary).

SEARCH COMMITTEE

Identify search committee or search team. The search committee/team for a position include a committee chair and other members, who will seek candidates and conduct interviews. The chair is generally the hiring unit manager, and is frequently the individual who submits the requisition. The Human Resources department will provide the appropriate training to the committee chair regarding University policy plus provide an employment check list for recruiting purposes.

Chair Checklist (PDF)

The committee will establish selection criteria and procedures for screening, interviewing candidates and keeping records. Ensure that criteria have been carefully defined, directly related to the requirements of the position, and clearly understood by members of the committee. ARL HR can assist when needed. 

Consider among selection criteria, the ability of the candidate to add intellectual diversity and cultural richness to the department, and the expected ability to work in any cultural environment.

ARL Human Resources will provide employment interview training on an as needed basis.