Equal Employment Opportunity
Search & Recruitment Guidelines
Presented by
Renee R. Williams
Office of Equal Opportunity
Office Mission
o To promote and provide a discrimination free
workplace, learning and living environment,
where every employee, student, applicant and
visitor knows that he or she is valued as an
individual and is treated with respect and
dignity; free of discrimination and harassment
based upon an individuals’ race, color,
gender, religion, age, national origin, disability
and veteran’s status.
What is Equal Employment Opportunity?
The right of ALL persons to be
considered based on their ability to
meet the requirements of the job.
Because equal opportunity does not
typically change existing conditions,
affirmative action efforts may be
necessary
What is Affirmative Action?
Refers to (efforts) made to expand
employment opportunity for members
of a particular race, gender, ethnicity,
or other group (previously) excluded
from employment opportunities.
These efforts must be consistent with
applicable laws & regulations.
What is Underrepresentation?
Occurs when the percentage of employees in a
protected group (women or minorities) is less than the
availability percentage for that protected group, as
indicated by census data, reports of graduates from
graduate programs, and other data that give an
indication of how many individuals in the protected class
are available in the geographic recruiting area.
This term is used by affirmative action planers
who seek to apply good faith efforts to increase
the percentage of utilization of minorities and women in
the work force.
Documenting Fair Screening & Selection
It is important to ensure (fairness) to ALL applicants during
the screening and selective process.
Fairness has been achieved if the following criteria exists:
– Consistent treatment of applications at each stage of the
selection process
– Consistent evaluation of all applicants
– Stated qualifications providing the basis for the selection
criteria used in the final decision
– Documented process & decisions
Developing Preset Selection Criteria
The selection criteria must be:
• Carefully defined
• Related to the requirements of the position
• Clearly understood and accepted by the members of the
search committee
The ability of the candidate to add intellectual diversity and
cultural richness to the department should be included
among the selection criteria.
Evaluating the Applicant Pool
• The search committee evaluates the applicant pool by
screening applications based on advertised minimum and
preferred qualifications & experience
• The committee is cautioned to be mindful of biases in the
screening process that could inadvertently screen out wellqualified applicants with non-tradition career paths, nontraditional research interests or publications
• It is important to know that diverse paths and experiences
can make positive contributions to a candidate’s
qualifications.
Selecting Candidates to Interview
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The search committee identifies candidates who will be
considered further for the position based on the position
requirements, candidate’s qualifications and experience,
diversity objectives and application evaluation scores and
forwards the following to the OEO for review and approval:
Standard Hiring Evaluation Matrix complete with application
evaluation scores for each applicant; (Applicant’s Skills Score)
Standard Interview Questions Matrix complete with proposed
interview questions;
Request to Interview form listing applicants for interview.
Copies of ALL applications received
List of ALL applicants (from PV-PAWS);
Copy of Job Description posted.
Tips on Identifying the Best-Qualified
Candidate (Sample Questions)
Does the candidate:
• Satisfy advertised requirements for the position?
• Have the skills to perform the essential functions for
this position?
• Demonstrate the potential to be successful in the
promotion and tenure review?
• Have teaching experience with diverse populations?
• Have scholarly expertise related to diversity in the
discipline?
Tips on Identifying the Best-Qualified
Candidate (Sample Questions) cont.
Does the candidate:
• Add intellectual diversity to the college community?
• Bring interesting life experiences that will benefit
diverse students?
• Enlarge cultural richness within the college
community?
• Demonstrate special talents and knowledge needed to
serve as a mentor/role model for students in
underrepresented groups?
• Alleviate underrepresentation in a discipline or within
the college?
After the Interview
• The search committee completes and scores Standard
Interview Questions Matrices.
• Final total interview scores are placed on Standard Hiring
Evaluation Matrix for each applicant interviewed. (Interview
Score)
• Reference check telephone calls are placed for finalists that
will be recommended to the hiring official. The reference
checks are conducted and documented either by the Search
Committee Chair or the Hiring Official. (Job Reference Score)
• Final reference scores are placed on the Standard Evaluation
Hiring Matrix and totals are tallied across the form for all
applicants to derive a final (Applicant Aggregiate Score)
Completing the Search Process
• Final recommendations are submitted to
Hiring Official
• Submission to OEO all completed:
- Hiring Evaluation Matrix (application review scores,
interview scores, reference scores, and any justification for nonselection interviewees)
- Interview Questionnaires (all committee members)
- Evaluation Notes by S/C members
Hiring Proposal Process
• Contact the Office of Human
Resources prior to making any offers
of employment:
• Ms. Jana Smith
936-261-1730
jbsmith@pvamu.edu
Office of Equal Opportunity
Renee R. Williams
Equal Opportunity Compliance Officer
Office of Student Affairs & Institutional Advancement
A. I. Thomas Bldg., Suite 013
936-261-2123
936-261-2139 (fax)
rrwilliams@pvamu.edu (Email)
http://www.pvamu.edu/pages/929.asp (Website)