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Affirmative Action/Equal Employment Opportunity Guidelines for Recruitment and Selection of Administrative, Professional, or Supervisory Staff
Ensuring a Broad Applicant Pool
It is suggested that the hiring authority conduct a broad search that will result in a representative applicant pool, one in which qualified minorities and women are attracted. Ideally, the applicant pool will reflect the racial and gender makeup of all people qualified for the position in the local, statewide, regional, or national labor market3.
The responsibility for choosing the successful candidate from among those who are eligible and qualified belongs to the hiring authority alone.
All Administrative, Professional, or Supervisory positions, full- and part-time, regardless of source of funding or contractual commitments, where the appointment is for a period of ten months or longer, are posted on the University Human Resources website, which provides accessibility to anyone with Internet access. Administrative, Professional, or Supervisory positions are also automatically posted on the New Jersey Higher Education Recruitment Consortium, which is directed at those who are looking for employment in higher education in New Jersey. Lastly, upon request of the hiring authority, an Administrative, Professional, or Supervisory position can be posted on the HigherEdJobs.com website, at no cost to the hiring department. These various and open posting options are usually sufficient to ensure a broad applicant response and a diverse applicant pool.
Positions that are noted to be underutilized for females and/or minorities (that is, within a job
group, minority/female populations are not within 80 percent of the available qualified population in the applicable recruitment area and the shortfall is at least one person), should receive special attention to ensure that the posting has generated a representative applicant pool. The Office of Employment Equity can provide a summary of the applicant pool as to race and gender.
Additional Sections
- Introduction
- Recruitment Requirements
- Positon Description
- Internal/External Candidates
- Applicant Tracking System
- Recruiting for Positions with a Health Hazard
- Search Committees
- Interviewing
- Selection
- Accommodations
- Record Maintenance
- The Disabled and Covered Veterans
- Employment Eligibility Verification Form (I-9)
- EEO/AA Guidelines to Staffing Externally Funded Projects
- Attachments
| Resources To Help You | |
| Office of Employment Equity - Contacts | 732-932-3020, ext. 4030 |
| Office of Employment Equity - Services | |
| EEO/AA Laws and Regulations | |
| Hiring Managers | |
| Hiring Toolkit | |
| Job Applicants and the ADA | |
| Search Firm Guidelines | |
3 Availability figures for staff by job group within occupational category and relevant labor area are available from the Office of Employment Equity.
