University of Connecticut University of UC Title Fallback Connecticut

Recruitment Plan

A comprehensive recruitment plan can support the hiring departments’ efforts to identify and recruit a highly qualified, talented and diverse faculty. A recruitment plan should include all recruiting resources that the hiring department intends to use including publications, websites, personal contacts, etc. In addition, the individuals selected to participate in the various recruitment strategies and timelines for completing each activity should be included.

A Note on Recruitment Goals

Recruitment goals are set annually based on State and Federal regulations and provided to each search administrator when a search is initiated. Goals are calculated in an Availability Analysis that is performed for every job group with a significant number of employees, usually 25 or more. Eight race/gender groups are used: white male and female, black male and female, Hispanic male and female, and other male and female.

This analysis compares the number of individuals in a job group at the University with the number of individuals in those same job groups in the external labor market, for each race/gender group. To determine the availability of individuals in the labor market, sources such as employment statistics, unemployment data, racial and gender compositions of persons in feeder groups, census data, and educational statistics. Different labor markets also influence the source and weight used. For example, a faculty title, which recruits nationally, will have sources with national statistics while a custodial position will have sources that reflect the local labor population.

The analysis additionally calculates the percentage difference between each race/gender group in each job group at the University with each race/gender group in the job groups externally. A race/gender group where the University’s percentage is lower than the external percentage is considered underutilized. For each underutilized group, we calculate the number of hires necessary to make that group equal or in parity with the external availability. A recruitment goal is then set to indicate which race/gender groups should be targeted for recruitment to rectify the underutilization.

Because the University’s workforce and the external labor markets are constantly changing, new goals are set annually.

Keep in mind that the Recruitment Goals should be utilized during recruitment efforts to diversify the candidate pool, but should not be considered when it comes time for individual candidate evaluation or decision making.

Recruitment Strategies