Office of Human Resources Strategic Plan for Recruitment

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Office of Human ResourcesStrategic Plan for
Recruitment
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AGENDA

• Vision Statement
• Review of Comprehensive Strategy
• Project Plan and Budget
• Questions

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Office of Human ResourcesVision Statement

• Vision
• To provide quality service through partnership
  with a variety of customers in support of the
  Universitys vision to be one of the nations
  preeminent public universities, offering the
  highest quality educational experiences.
• Overarching Goals
• To foster a caring University community that
  provides leadership for constructive
  participation in a diverse, multicultural world.
• Employment and Compensation Vision
• As the diverse workforce seeks employment, Penn
  State University will be in the top ten employers
  of choice.

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A Framework to Foster Diversity at Penn State
University 1998

• One of the challenging components of the plan is
  recruiting and retaining a diverse workforce
• In order to be successful, the University must
  adopt the same energy for recruitment as expended
  for admitted students
• Office of Human Resources has developed a
  comprehensive strategic plan for recruitment

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Recruitment is a Partnership

• Example The Admissions Process
• Office of Human Resources partners
• Colleges
• Administrative Units
• The Commissions
• Others interested in promoting a diverse staff
  throughout Penn State

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Strategy Develop and strengthen contacts with
potential applicants Office of Human Resources

• Continue to participate at selected job fairs
• Aggressively recruit and promote candidates in
  grades 23 - 32
• Create a colorful, polished brochure
• Benchmark with Admissions to recruit diverse
  audiences in selected areas/cities
• Create a Penn State Job Fair in urban area
• Partner/travel with Alumni Association to involve
  Alumni groups as recruiting partners (in progress)

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Strategy Develop and strengthen contacts with
potential applicants (continued)Office of Human
Resources andHuman Resources Representatives

• Attend the larger professional diversity job
  fairs
• Develop an Adopt-a-School Program (in
  progress)

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Strategy Strengthen our current diversity
initiativesOffice of Human Resources

• Staff Assistant Training Program (SATP)
• Staff Information Technology Internship Program
  (SIT)
• Talent Bank
• Office of Human Resources and
• Human Resources Representatives
• Professional Entry Position

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Strategy Improve recruiting efforts with
Internet resources and Nationwide Advertising
Services Office of Human Resources

• Review data from recruitment and advertising
  survey (completed)
• Identify new web resources that focus on specific
  diverse audiences (in progress)
• Utilize the experience of our Nationwide
  Advertising Service (NAS) partner(in progress)

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Strategy Develop an EOPC funding proposal to pay
for banners/buttons and memberships to other
recruitment web sites Office of Human Resources

• Web sites
• Saludos.com
• ImDiversity
• Banners
• Postgazette.com banner
• Chronicle of Higher Education banner
• Funding secured

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Strategy Utilize and strengthen our
collaborative networks within Penn StateOffice
of Human Resources

• Strengthen, maintain and promote Penn State
  contacts/resources for referrals
• Develop linkages with several ethnic student
  organizations for internships potential
• Create alliance with Career Services to appeal to
  new Penn State grads
• Continue OHRs on-going informal mentoring
  network with students and employees
• Collaborate with Office of Educational Equity to
  provide support for new minority hires (in
  progress)

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Strategy Provide greater level of electronic
on-line statistical information on the
effectiveness of ads and make-up of candidate
pools to the work units (in progress)Office of
Human Resources

• Analyze candidate pool
• Analyze ad cost effectiveness

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Strategy Enhancement of total recruiting
effortsOffice of Human Resources (in progress)

• Assemble a team of staff to focus on recruiting
• Identify variables that affect employment
  decisions and relocation to University locations
• Conduct focus groups with students from urban
  areas
• Target specific urban areas for recruiting
• Investigate and integrate some of the Best
  Practices used by top corporations

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Strategy Enhancement of total recruiting efforts
(continued)

• Promote Penn State as a great place to work, in
  addition to football and education
• Provide Career Development Planning for new (and
  existing) employees
• Note part of Competency/Broadbanding strategy
  through career paths
• Strengthen support for various underrepresented
  groups by identifying and using existing Penn
  State resources
• Recent statistics show Hispanic population is the
  largest minority population in the U.S.

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Strategy Retention of diverse employeesOffice
of Human Resources created an ad-hoc committee to
look at recruitment and retention issues and to
develop strategies

• Committee recommendations (December 02)
• Review current search procedures
• Adapt the current faculty search model for staff
  grades 23 and above
• OHR develop a process for tracking and reporting
  candidate pools
• Increase candidate exposure to Penn State
  community through campus visits

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Strategy Retention of diverse employees
(continued)

• Diversity Advocacy
• Executive-level diversity advocacy University
  wide
• Finance and Business is a good model
• Strengthen roles and accountability of the Human
  Resource Representatives and Directors of
  Business Services
• OHR identify performance measures of effectiveness

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Strategy Retention of diverse employees
(continued)

• Funding for Unit-Level Diversity Initiatives
• Develop system of accountability to demonstrate
  annual commitment of resources
• Develop policy for budget percentage for
  diversity initiatives
• Model after Presidents Opportunity Fund
• Link Web Sites
• Increase awareness of effective resources for
  underrepresented groups
• Link web site databases in separate departments

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Strategy Retention of diverse employees
(continued)

• Visibility of Support for Diversity
• Identify rewards that encourage employee
  accountability for diversity
• Promote greater awareness of the Dr. James
  Robinson Equal Opportunity Award
• Provide University-wide recognition for college
  or administrative unit success in meeting
  diversity initiatives

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Strategy Retention of diverse employees
(continued)

• Exit Interviews
• Modify exit interview process to garner more
  relevant position specific information
• aids in retention

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Evaluate Effectiveness Annually

• Job Fairs - of Referrals, Hires
• Training - of Hires
• Talent Bank - of Referrals, Hires
• Web sites - of Hits, Applications, Hires
• Alumni Travel - of Contacts, Referrals, Hires
• Advertising - of Referrals, Hires