ANNUAL REVIEW OF RECRUITMENT ND HIRING PROCEDURES AND DATA
ANALYSIS A
Ohlone College Board of Trustees, August 10, 2016 Prepared by Jeff Dean, Jen Druley and Shairon Zingsheim
What’s covered in this presentation?
■ Overview of Recruitment and Hiring Procedures ■ Outreach efforts ■ Sample of Applicant demographics spring 2015 v spring 2016
■ Metric used to measure under-representation in applicant pools ■ Employee diversity compared 2010-11 – 2015-16 ■ Observations of our data
RECRUITMENT AND HIRING GUIDELINES
■ Part of the EEO Plan ■ Provides Step by Step guide ■ Reviewed with overall EEO plan by June 30, 2017
Steps: Hiring Process
• New position or replacement
• Request to fill – signed by supervisor, business office, VP and President
• Review job description, Ideal candidate, Design announcement
• Supplemental questions
• Post – minimum 3 weeks – 6 weeks – DEPENDING ON TYPE OF JOB
• Appoint Screening Committee – Diverse, Subject Matter Expert
• Train Screening Committee
Parts of the Recruitment and Hiring Process
INITIAL ORIENTATION • Supervisor attends • Confidentiality agreement • Screening tool developed based
on job requirements – minimum quals
SCREENING MEETING • Determine candidates to
interview • Develop interview questions
INITIAL INTERVIEW • Roles
FINAL INTERVIEW • Supervisor and Department
Head
REFERENCES • Supervisor and Department
Head
OUTREACH - Open House for Adjuncts – General Session
Arts and Social Sciences
Language and Communications
Science, Engineering and Math
Other Ways To Outreach
Word of Mouth Social Media: Facebook, Snapchat, Linked IN Job Fairs Nurturing Applicant Pools Open House – all positions
SAMPLE APPLICANT TRACKING
SPRING 2015 CLASSIFIED ADMIN/MGRS/
CONF FULL-TIME
FACULTY Total # of apps
% Diverse 182
58% 130
66% 275 40%
# Declined to State 29 5 29
SPRING 2016 CLASSIFIED ADMIN/MGRS/
CONF FULL-TIME
FACULTY Total # of apps
% Diverse 161
75.16% 205
67.80% 538
60.68% # Declined to State 43 40 135
Metric used to measure significant underrepresentation in Applicant pools Sample – Spring 2016
Percent of Bay Area Population in Labor Force White 1,421,652 38.0% African American 201,684 5.4% Native American 16,219 0.4% Asian 921,378 24.6% Hispanic/Latino 753,167 20.1% Pacific Islander 21,071 0.6% Other Races 274,244 7.3% Two or more races 131,734 3.5% Total Labor Force 3,741,149 100.0%
Percent of Applicants by race for 2016 White 317 35.07% African American 58 6.42% Native American 2 0.22% Asian 172 19.03% Hispanic/Latino 91 10.07% Pacific Islander 5 0.55% Other Races 0 0.00% Two or more races 41 4.54% Undisclosed 218 24.12%
Metric for under-representation
White 31.1% Afr. AM 4.4% Nat. AM 0.4% Asian 19.02% Hisp/Latino 16.4% Pacific Is. 0.5% Other Races 5.6% Two or more races 2.6%
Ohlone’s Employees – Diversity Not including hires after June 2016
2010-2011 2013-2014 2015-2016 Total Non- % Non- Total Non- % Non- Total Non- % Non-EEs White White EEs White White EEs White White
EEs EEs EEs All Employees 669 282 42.15% 665 289 43.46% 729 346 47.46%
Total Percent Change = 5.31%
Observations of Data
■ The limits of comparison ■ The “decline to state” issue
■ Nurturing our diversity
QUESTIONS?
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