Recruiting & Hiring
Federal law requires that good faith recruitment efforts be made to increase employment opportunities for members of protected classes when underutilization within an employee job classification exists. When recruiting, it is important to actively seek qualified applicants who are members of underrepresented groups. Generating a diverse and qualified applicant pool requires significant effort to reach those looking for new opportunities, as well as the outstanding individuals who are not actively looking for a new job. A recruitment plan should contain strategies to move the University towards these goals.
The informal exchange of information among colleagues is still one of the most successful practices for identifying qualified job applicants, so long as underrepresented candidates are included. You are recruiting strategically if you have:
- Networked to make connections to diverse communities, such as:
- Professional organizations representing diverse groups
- Conferences, seminars, job fairs and networking events
- Other professional social networking media
- Joining online group relevant to your department and taking an active part in them
- Your own diverse friends, neighbors, and colleagues
- Asked members of the search committee to call colleagues to see if they know of individuals who might be qualified for and interested in this position.
- Called or sent the full position description to relevant professional organizations or networks.
- Engaged local networks of people in related fields at the University or area colleges, corporations, and businesses to see if they know of potential candidates.
- Had a discussion in a department or search committee meeting to brainstorm other recruiting strategies early in the search process.
Advertising Your Position
Advertising is crucial because the success or failure of identifying, attracting, and maintaining a pool of qualified candidates depends, in part, on the quality and variety of communication and media used to inform potential applicants and the coordination and timely placement of advertisements and other announcements.
UND uses auto-enabled centralized advertising (at no additional charge for departments) for faculty and staff job vacancies. Your position will be posted automatically on the University of North Dakota website. This will then generate a job placement on the North Dakota Job Service website. No-cost auto-enabled advertising venues include: Indeed.com and Glassdoor. Additionally, departments are encouraged to advertise in journals, publications and other recruiting media that are relevant to the position. The University is committed to running open public searches aimed at attracting qualified, diverse applicant pools. In addition to traditional and technology-based advertising venues, we must engage in active recruitment to build our applicant pools. All active recruitment strategies should be noted and retained as part of the search documentation.
UND is committed to recruiting and supporting veterans. You may utilize this brochure in your veteran-focused recruitment and advertising efforts or contact the EO & Title IX Office to request physical copies.
Required Posting Language
All position postings must contain the required EEO tagline.